When Michael Franklin, vice president of one of the largest shipping industries in the , asked his employees how he was doing, they told him. Does your supervisor or CEO ask for genuine feedback on his or her performance?
Employees told Michael that they liked his positive energy and 
enthusiasm… but they thought he could improve is interactions with others at work, he listened. Soon after getting the report, Michael began to meet with workers to see what he could do better to relate to them on a regular basis. What he learned made him a better manager, in his words.
According to MK Elliott, who wrote Time, Work and Meaning, those who take steps to improve their performance and meet goals give up far less… and express satisfaction with their lives more than others.
When it comes to performance improvement you have three choices…
1. Ask colleagues to comment on specific goals you set and act on their suggestions.
2. Reflect on how you are doing through a log that you write daily where you lay out problems and then add solutions you tried with results you observed.
3. Combine the first two and fill in for yourself a mock performance assessment form… similar to the one used to grade your progress on your next department evaluation.
Whichever choice you make – jot down specific performance goals you are after … identify what tactics you’ll use to get you there… and highlight what results you observe daily. Track changes and list strengths and weaknesses observed. What do you think?
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