I wanted to share with you what a consultant hired to work with employees is promoting. The consultant is Dr. Doris Helge of Joy at Work. While this is aimed at employees, I believe you will benefit from reading it:



Dana and Frank are discussing the results of Frank’s recent performance evaluation.

Dana: You sound like you were surprised by the boss’s negative comments.
Frank: Surprised? . . . Amazed! All year long I’ve thought things were fine!
Dana: You have to schedule informal appraisals all year long.

Ask your immediate supervisor and other managers with whom you interact for feedback on an ongoing basis. Don’t just ask about overall goals. Ask your supervisor questions regarding specific aspects of your performance. Document their responses as well as what you are doing to improve your work. Also secure feedback about work style issues. Ask what is working and what needs to change. Learn what additional training you need. Discover how to secure it so you can enhance your skills and abilities.


Make it clear that your objective is to assist with self-correction while you proceed with your work. State the potential benefits for your supervisor as well as for the organization.


Ask to receive monthly or quarterly updates in addition to daily coaching and feedback. Keep notes to review before your next evaluation.



Eliminate nasty surprises during your review by encouraging and welcoming the following on a daily basis.

  • Open and honest communication
  • Exploration of misperceptions
  • Discussion and resolution of disagreements or conflicts

The above actions will boost your morale and self-esteem while enhancing your performance. Don’t be shy. Most supervisors become more supportive when employees seek and pay attention to feedback.


The following material was excerpted with permission from the book, Joy on the Job – Over 365 Ways to Create the Joy and Fulfillment You Deserve, by Doris Helge, Ph.D., © 2005, Shimoda Publishing

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Lori is The Pivot Catalyst. A trusted advisor and coach, who catalyzes momentum for leaders and teams. The result is lasting business agility--even performance breakthroughs.
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