Popsicle Posted June 13, 2015 Posted June 13, 2015 It is no secret that the #1 reason that people leave their job is due to their manager/boss/supervisor. I am wondering why, as subordinates, we don't occasionally get to review our managers, including how we think they are leading us and what they could improve upon to help us do our job better? I mean, wouldn't this help everyone? 2
LoveMachine67 Posted June 13, 2015 Posted June 13, 2015 Believe it or not, my employer does this once per year with our managers/supervisors. Our corporate office takes this very seriously, and it DOES make a huge difference in how "us" subordinates are treated. My manager goes out of his way to be extra fair to my team, knowing that how he treats us will reflect on his evaluation. Best part is, our reviews remain completely anonymous! 2
Got it Posted June 13, 2015 Posted June 13, 2015 Some companies do what are called 360 reviews where each person is evaluated by manager, subordinates, and peers and it is tallied together to get a comprehensive review. This was very popular a few years ago but seems to be waning. They are cumbersome, HR intensive, must have the software to administrate it, etc. What is starting to grow in popularity now is the minimal review. It is more of a "report card" style. I do ask my people for feedback, and we have a pretty open environment where they have no issues telling me their thoughts. My boss will also pulse check my team to see how things are going.
sandylee1 Posted June 13, 2015 Posted June 13, 2015 It is no secret that the #1 reason that people leave their job is due to their manager/boss/supervisor. I am wondering why, as subordinates, we don't occasionally get to review our managers, including how we think they are leading us and what they could improve upon to help us do our job better? I mean, wouldn't this help everyone? Some companies do have what's known as a 360 review, where subordinates review their manager. I had a manager who tried to change after having one of these, because she got negative feedback , but it just came over as fake . She was a naturally unkind person and that's part of the reason I left, though I've left other jobs for different reasons .
loveweary11 Posted June 13, 2015 Posted June 13, 2015 In a good organization you absolutely would be reviewing your direct superior!
sandylee1 Posted June 13, 2015 Posted June 13, 2015 Some companies do what are called 360 reviews where each person is evaluated by manager, subordinates, and peers and it is tallied together to get a comprehensive review. This was very popular a few years ago but seems to be waning. They are cumbersome, HR intensive, must have the software to administrate it, etc. What is starting to grow in popularity now is the minimal review. It is more of a "report card" style. I do ask my people for feedback, and we have a pretty open environment where they have no issues telling me their thoughts. My boss will also pulse check my team to see how things are going. I didn't see your post and I said the same thing .☺ 1
Fugu Posted June 13, 2015 Posted June 13, 2015 The question is, does the average company know *how* review -- anybody?! Most companies don't really understand what makes a good review process. Management doesn't know how to review subordinates, and if they were to apply the review process in reverse, subordinates wouldn't know how to review managers. Most of the questions and metrics are vague and not really getting at what cultivates a successful team. 1
Fugu Posted June 13, 2015 Posted June 13, 2015 Believe it or not, my employer does this once per year with our managers/supervisors. Our corporate office takes this very seriously, and it DOES make a huge difference in how "us" subordinates are treated. My manager goes out of his way to be extra fair to my team, knowing that how he treats us will reflect on his evaluation. Best part is, our reviews remain completely anonymous! I don't like anonymous surveys. People can say whatever they want without any sort of accountability. I know there's the fear of retribution, but a really innovative company would find ways to deal with that. Anonymity kills transparency, which is really the kind of thing that good companies try to nurture.
preraph Posted June 14, 2015 Posted June 14, 2015 Because they've already proven themselves and also because we all want their jobs and everyone knows that, so it wouldn't exactly be unbiased, would it?
Emilia Posted June 14, 2015 Posted June 14, 2015 (edited) Because companies are built on hierarchy and they aren't a democracy. It's been probably 10 years I last had a problem with a line manager. I talk to my boss all the time and we fix problems together. You have to learn to manage up. Edited June 14, 2015 by Emilia 1
Tayla Posted June 14, 2015 Posted June 14, 2015 Because they've already proven themselves and also because we all want their jobs and everyone knows that, so it wouldn't exactly be unbiased, would it? I have zero desire to do an upper "titled" job. The skills I have are proficient so why change a good thing. I can be unbias in job performance . As fugu said, without both sides really knowing the others job duties its inaccurate to access. Some employees are not fair minded though, so there is that. Consider the source. 1
anika99 Posted June 15, 2015 Posted June 15, 2015 I have zero desire to do an upper "titled" job. The skills I have are proficient so why change a good thing. I can be unbias in job performance . As fugu said, without both sides really knowing the others job duties its inaccurate to access. Some employees are not fair minded though, so there is that. Consider the source. Yeah where I work actually not very many people want to become managers. Its a lot of extra work and responsibility for not that much more pay. Mostly they just get bigger bonuses. Most people are more interested in transitioning to new positions that are not managerial. We do review are managers and the good managers get good reviews. 1
SammySammy Posted June 15, 2015 Posted June 15, 2015 This is a good idea. I wouldn't be threatened by a review from subordinates at all. I would welcome any feedback that could possibly help me do my job better. 2
Got it Posted June 15, 2015 Posted June 15, 2015 If you want it in your company talk to HR and suggest it. If it isn't something the company wants to do you can see about having it done in your department. It never hurts to make a suggestion and who knows, they may take it.
mammasita Posted June 15, 2015 Posted June 15, 2015 I don't know why you don't......we do (Fortune 500) IMO, managers can get out of hand if they aren't reviewed.
GemmaUK Posted June 15, 2015 Posted June 15, 2015 Because companies are built on hierarchy and they aren't a democracy. It's been probably 10 years I last had a problem with a line manager. I talk to my boss all the time and we fix problems together. You have to learn to manage up. This is exactly what I do with my Director over certain things. I also delegate upwards to him. If it's necessary I will and have trod on his toes and gone ahead and trialled something and have informed him after it was complete. Very recently this was something we had previously discussed which he said no to. I knew that it would benefit myself, him and two teams plus another Director so I just did it. My Director saw how it resulted and thanked me for it plus encouraged me to continue with it. He also apologised for having rejected the idea previously. It's made a significant impact.
Mr Carson Posted June 15, 2015 Posted June 15, 2015 I report directly to the President/owner, who reviews him? our customers. Do I get a say about how he does his job, ultimately no. Many times he's said this is not a democracy it's a dictator ship. My option is call at will employment, If I don't like it here's the door. If I'm worth anything he will and has done what it takes to keep me happy. This applies down the line from me since I'm next inline in the hierarchy.
Smthn_Like_Olivia Posted June 19, 2015 Posted June 19, 2015 I don't like anonymous surveys. People can say whatever they want without any sort of accountability. I know there's the fear of retribution, but a really innovative company would find ways to deal with that. Anonymity kills transparency, which is really the kind of thing that good companies try to nurture. My company does this as well, and although the reviews are anonymous, they can see which department the reviews are coming from. However... my company doesn't necessarily use this against managers/directors, but instead as a voice as to which areas of management need to be improved upon. They initiate mandatory training classes based on feedback, and this year, these managers bonuses will also be measured on several factors including the scores that come back from these surveys.
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