Q: The visionary management of our 100-employee non-profit organization has appointed a small team to explore and develop an effective model for employee-supervisor communication. The goal is to replace subjective performance appraisals with this tool. Earlier this year, we encouraged 6-month personal goal-setting matrices, but were met with no enthusiasm the second time around. Can
Even if you don’t have any other comparison point, such as database norms, remember that you’re more likely to be able to achieve a larger percentage increase if your baseline starts very low. The higher your annual baseline gets over time, the less room for improvement.
The general types of things managers could measure would be their own activities, the employees’ perceptions of improvement in their managers’ communication behaviors and some operational outcomes that could be expected to improve because of the improved communication.
When tracking information flow both “down the cascade” and across departments of an organization, it’s important to ask the right questions in your surveys.
Dr. David Pincus has published both academic and popular books on the topic of executive communication. The popular one is called “Top Dog: A different kind of book about becoming an excellent leader.