Here is another bad rule submitted by a reader. Like most rules the problems start to occur when the leader lays down a hard and fast rule using words like "never." Never say never as there is always an exception to the word.
Today's reader submission reads: "One of my former employers had a rule during evaluations to never give an employee a 5 on a performance criteria out of a scale of 1-5, where 5 was outstanding. The manager advised that no one is a 5 because everyone has room for improvement. This manager encouraged a 3 rating for the majority of performance criteria. Giving a 5 also meant more in consideration for a pay increase. As I gave reviews, I made sure to tell my reports that getting a 3 was great. However, I could tell that my higher performing employees were disappointed with a 3 or 4. Reviews should be constructive and motivating and not ever giving a 5 to outstanding performance was wrong and demotivating. I broke the rules a few times and it paid off. I had direct reports that gave me 110% and always went the extra mile. As a matter of fact, many to this day have told me they would work for me in a minute if they had the opportunity."
I had a mentor who was fond of saying we are all unique children of God. While many people would be elated with a 3, many would become suicidal. And thus a hard and fast rule, like never give a 5, just doesn't apply across the board to all those unique personalities that leaders must manage.
The hard and fast rule now makes the supervisor performing the review play by the leaders rules, rather then her own standards, which she could easily explain and justify.
This is yet another bad rule from a leader who can't give up control.
Please keep those worst rules coming. Post your bad rule below in the comments or send your bad rule directly to me at Ralph@RalphHeath.com. You could win $50 and a copy of my new book Celebrating Failure: The Power of Taking Risks, Making Mistakes, and Thinking Big.
Subscribe to the feed
