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  • Collaborative Awareness

Revolutionizing the Performance Review

Traditional performance reviews typically address goals or targets and how the work or project measures up against those targets. Using Blueprint of We Collaboration Documents in place of existing performance reviews creates the ability to evaluate not just the deliverables, but the entire relationship and how it impacts the business. And the typical review elements can remain intact in the Custom Design Component of the document.

Dr. Samuel Culbert’s, professor UCLA Anderson School of Management, Wall Street Journal article titled Get Rid of the Performance Review! speaks to the need to shift the performance review process. “In contrast to one-side-accountable reviews, we need reciprocally accountable discussions about how boss and employee are going to work together even more effectively than they did in the past.”

Culbert seems to be making a direct call for the Blueprint of We Collaboration Process. “(What we need) are problem-solving, descriptive conversations about how each person is inclined to operate, using past events for illustrative purposes, and how we worked well or did not work well individually and together. And it doesn’t happen only annually; it takes place each time either the boss or the employee has the feeling that they aren’t working well together.

Both participants need an answer to the most significant issue at hand: “Given who I am and what I’m learning about this other individual, what’s the best way for us to complement one another in getting work accomplished with excellence?”

By using the Blueprint of We you create true 360 degree collaboration. As part of the process:

  • Conversation about how both parties can support one another to best achieve joint goals wins out over one-sided, check-box evaluations

  • The process becomes non-hierarchical and more circular

  • The focus is on how to work well together rather than just how the subordinate “needs to change.”

  • Questions for Peace & Possibility adds a mediation element if needed.

  • Interactions Styles & Warning Signs provides a deeper level of understanding so teams move fast and effortlessly.

This dual focus on goals and relationships impacts the entire team and organization. It’s easy to institute the switch from traditional performance reviews to Blueprint of We Collaboration Documents as the capacity is already built into it’s structure. Replacing the exiting format will exponentially improve the process and the bottom line ~ just another way the Blueprint of We Collaboration Process is evolutionarily changing the way we do business. See The Empathy Factor by Marie Miyashiro for a further write-up of the process.

Why not change your Performance Review into a Blueprint of We Collaboration Document Relationship Review and see your organization transform before your eyes?

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