On performance evaluation

I am part of a leadership team that annually evaluates the performance and skills of about 60 colleagues.

The process is simple: for each of 13 skills, we determine if the colleague has learned the skill or is still learning it. Our purpose is not to rank and s(t)ack. It is not to embarrass anyone (we don’t publish the information). Our goal is simply to identify who needs help and what training would benefit the most people.

On the surface, it might look like we are evaluating others. In reality, we are evaluating ourselves. The process shines a light on whether we, as a leadership team, are doing a good job at helping our colleagues grow.

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