Who is Dibs?
Karl’s note: This post was inspired by the book, “Dibs in Search of Self,” by Virginia Axline.
First, let me say it doesn’t matter who Dibs is. It doesn’t matter because as you read the book you connect with the character of Dibs. You saw yourself through his story.
What does matter is what you do with this knowledge.
Before I lose you…I know this is a career development site. Let me explain who Dibs is. Dibs is a young boy who went into therapy because his parents thought that he was mentally defective. (Spoiler alert!). He was actually a genius. The book was created to help play therapy counselors understand how play therapy can build a kid’s confidence and awareness.
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How to Use Performance Reviews to Make Employees Happier at Work
Editor’s Note: This is a guest post from Sean Conrad of the Halogen blog
A lot of employees and managers experience performance appraisals as a negative process. This is true even for employees who are generally good performers. At the core, the reason why we experience performance appraisals negatively is because we are being judged and rated by another.
But you could change the whole experience and improve the business value of performance appraisals simply by changing their focus. What if the goal of your performance appraisal process was to find way to encourage and inspire people to be happy at work and to be their best, rather than to critique, rate and rank them?
There are several things an individual manager or better yet an entire organization can do to make performance appraisals a positive experience that encourages and inspires:
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7 Ways Your Boss Can Mess Up Your Evaluation
Editor’s Note: This is a guest post from Susan C.
Anna Johnson has identified five behavioural mistakes that bosses make in performance evaluations. I’ve added two other factors that might contribute to a boss giving you a bad performance evaluation. If you can recognize that the following mistakes, attitudes and behaviours say more about your boss than they do about you, it might help you find a way to take the higher path when responding to your boss. If you can respond as calmly as possible from a non-defensive place, you might be able to defuse an intense discussion and hopefully recalibrate the level of respectfulness observed in the discussion. The following suggestions have to be tailored to what you know about your boss’s attitude to receiving feedback, and your overall comfort level with speaking up for yourself and giving your boss feedback.
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