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When I was working for Corporate, yearly evaluations were the norm. I noticed that every employee would skip over the ten pages of recognitions for job well done, and immediately look at the “Areas for improvement” on the last page.
It frustrated me as a manager, because it completely imbalanced the focus of our conversation.
The truth is that people get a lot more traction from focusing on what they’re good at rather than what they’re not.
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COMPANIES HAVE BEEN TALKING FOR YEARS about the importance of culture fit when hiring a new employee. But we’ve now discovered it can be a big trap.
When someone fits well into your culture, it means that they’re pretty much just like you. Which then leads to a homogeneous company, stifled creativity, and stagnation.
Not that you want to hire someone who hates your organization’s culture. But … you do want to stretch it.
The Values-Based Business 