Feedback Results: Is this your first time here or are you a regular reader?

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I asked this question in my trial run of a feedback widget in my sidebar. 

Guess what? I received 21 responses to the question. Because that's more than the number of comments I've received on any given blog post or combination of posts, I'm a bit psyched!

Welcome first time readers, much appreciation to regular readers, and thank you to everyone who visits, reads, and subscribes to the blog; it really would not be any fun to do this alone. I couldn't - or wouldn't - be able to do this without you. You are awesome!

Now, back to business. The feedback I received was completely anonymous and the responses I received are copied below. With a simple click of an "export" button, the results are entered into an Excel spreadsheet. Even someone #notsotechy can handle that!

Feedback received:
 
Thu, 18 Feb 2010
First time, but I've bookmarked the site!
Wed, 17 Feb 2010
I am a returning reader
Wed, 17 Feb 2010
A regular reader of every one of your posts!
Wed, 17 Feb 2010
Not a first-timer...more of an "irregular" :-)
Wed, 17 Feb 2010
Regular Reader through bloglines, so I don't always visit the site directly.
Mon, 15 Feb 2010
I get your feed into my Outlook and am a regular reader for about 8 months.
Mon, 15 Feb 2010
I'm a regular reader. Keep up the great work. Love your writing style!
Mon, 15 Feb 2010
Regular subscriber; I read often but rarely visit.
Mon, 15 Feb 2010
Regualr Reader
Mon, 15 Feb 2010
regular reader! 
Mon, 15 Feb 2010
A Regular Reader
Mon, 15 Feb 2010
First time here. Saw you on Twitter. Looks like an excellent blog on HCM. Hope to check it out regularly!
Sun, 14 Feb 2010
this is my first time here.  nicely done.  good looking blog.  
Sat, 13 Feb 2010
First time reader, but your blog looks great! Lots of interesting content. Keep up the great work.
Sat, 13 Feb 2010
a regular reader, but just recently in the last 2-3 months
Sat, 13 Feb 2010
Regular and love it. :-)
Sat, 13 Feb 2010
I'm regular reader. The snoopy pic is cute! Hope you're doing well!  
Sat, 13 Feb 2010
A regular reader!
Sat, 13 Feb 2010
regular
Sat, 13 Feb 2010
I am a regular reader!
Fri, 12 Feb 2010
Regular reader
 
 
Generated By: Lisa Rosendahl on 2/19/2010 10:45 PM
Note: I deleted the names entered in the interest of privacy so if you entered your name and don't see it, that's why.  

A mixture of regular and first time readers answered the question. I like that. I don't like that I have first time readers and don't know who they are. People answer the questions you ask so be sure that you ask the questions to get you the information you are seeking - lesson learned! 

I get that the anonymity of the widget may have encouraged more responses, so, for those interested, you have an open invitation to connect with me. You can check out the Connect with Lisa section on the sidebar and connect via email, on LinkedIn, or on Twitter or simply leave a note in the comment section.

I'll keep this question up through the weekend and post a new question early next week. Thanks for playing along and be sure to some back soon!

Photo credit iStock Photo

Eliminating the Static in Performance Management

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"Breaker 1-9, breaker 1-9, do you hear me?" "Breaker 1-9, you are breaking up." And so it goes with performance management.

Supervisors are responsible for performance management. The best supervisors address performance willingly, especially when that performance is poor. "Effectively dealing with poor performers is more than a willingness to fire an employee, it’s recognizing employee needs for training early, distinguishing what can and cannot be trained, and provide assistance to employees, as is practical." Merit Systems Protection Board Report, "Poor Performers and the Law"

"Breaker 1-9, breaker 1-9, are you out there? I know you've got something to say but I can't hear you . . .too much static."

Static is the reason performance improvement efforts fail, the reason a manager will not support a supervisor's recommendation for performance based adverse action and the reason HR professionals across the globe lean back in their chairs, put their hands to their forehead and lament, "why?"

Managers and HR professionals are a pretty solid, sturdy, been-there-done-that group of people so what kinds of yet static cause them to shake their heads in disbelief? 

The list can be long and here are a few examples of static to start the bidding: 

  • Dishonesty
  • Disparate treatment
  • Changing performance expectations without explanation, or notice
  • Not notifying the employee (ever) there was a concern with her performance
  • Not reasonably considering the employees requests for additional training
  • Ignoring or discounting issues raised by the employee that are impacting his performance
  • Counseling employees over email, not meeting face to face, not documenting conversations when a meeting occurs, engaging in head to head confrontation, communicating with unprofessional content and tone, and delivering off hand or flippant remarks

Now, the bidding continues in the comments. Let me know what static you've seen in performance management actions gone wrong.

Performance management is one of the most important things a supervisor can do and it is essential that it be done respectfully and professionally from start to finish. Supervisors that are not able to do that may just find themselves on the other side of the desk.