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Clayton Anderson

Steve, thanks for this post. We administer and coach through a variety of assessments. One thing we've found at The Soderquist Center is re-visiting results periodically is important for behavior change. It's easy to go through the assessment and coaching process. And the tendency is to file reports away, out of sight. But we encourage people to keep it in a place where they see it routinely or create calendar reminders to review their results/feedback in the future.

Just a thought.

Steve Roesler

Hi, Clayton

It is easy--and common--to view assessment feedback as an "event" rather than an ongoing "how are we doing?" conversation. I'm with you: do anything you need to in order to keep the ball rolling.

Matyas Sustik

I wish all the managers would understand the above. However not all do or want to...

A friend's workplace had a survey circulated to measure employee satisfaction. My friend (self) scored between 3 and 4 on a scale of 1-5.

Meanwhile, they were interviewing for a position that opened up 2 months before, and my friend was also a applying (this would have been a promotion). Incidentally, he was actually filling in for that position's tasks for those 2 months (this is in healthcare). The manager said that my friend will not get the position because the survey indicates that he is not happy enough doing it anyway.

He ended up filling in for another 3 months before they hired someone else. A few weeks later he was forced out and a week after that the manager got promoted to a regional position.

Draw your own conclusions.

Steve Roesler

Hello, Matyas

That's not a story with a happy ending, for sure. Obviously I don't know all the facts but I can comment on:

a. The idea of him not getting the job because a survey indicated he wasn't happy. Huh? Was he interviewed and asked that question directly?

b. He performed the job for what appears to be a total of 5 months. How was his performance? If it was good, was he asked if, in his opinion, the job was a good match and something he would like to continue?

If it is true that his manager based a conclusion on survey results only-and not on a real discussion--this thing would certainly be way off the scale when it comes to both effective and ethical business practices.

The good news: experience with incidents such as these tell me that your friend will end up somewhere else that will probably treat him better and whose practices will be more ethical. I wish him well.

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