Audio Transcript Auto-generated
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Hello. Ha Class.
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My name is Jackie Lamb ca.
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And I'm going to talk about your view feedback.
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But first we're gonna talk about conducting peer review.
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All right.
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So, these are a few ways to gather peer reviews,
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informal focus groups.
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That's where you would gather together a small group of
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people and they would conduct your reviews.
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Whether they're talking about a person in the group were
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outside of that group, that's how you would use focus
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groups. Then you've got anonymous form.
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So that's where you would either hand out some papers
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or maybe they already go to a website or something
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and Aladdin anonymously back for for pure views.
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Then you have formal annual sessions and that's where you
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would bring a whole organization or maybe a department together
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or a team.
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But anyway, it would be a whole type of organization
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at some level, bringing together for formal annual reviews.
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It would be it would be formal.
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Alright. And then you have team reviews.
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That's where you bring a team together and you're either
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maybe they're all peer reviewing themselves or maybe you're trying
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to do a peer review on somebody on the team
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that's not even present.
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I've done that before.
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I had to kind of interview everybody on my team
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and figure out what was going on with one of
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my soldiers.
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Alright? So now we're gonna move on to the benefits
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of your views.
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So these are some of the benefits of your abuse.
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You can take a closer look at your employees or
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maybe that's just one employee that you're trying to figure
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out what's going on with them helps you monitor and
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improve your employees.
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Peer reviews aren't all about what's wrong with somebody and
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why aren't they doing well?
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Sometimes you you know, somebody has the potential to do
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really well.
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You're trying to figure it out.
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So this is a great way to do that.
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It also helps you monitor your business practices.
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If you're talking about people you're gonna find out about
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what's going on your business, they just go together and
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then it also helps with team building.
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So if you're doing a team peer review and maybe
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everybody has an issue with Jim because Jim always tells
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everybody, oh yeah, I'll get that thing for you and
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he never does well, it can bring all those people
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close together and they can realize the issue is not
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with me.
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The issue is totally with Jim and maybe we cannot
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jim figure this out.
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Okay. And moving on, we're going to talk about the
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dues of peruvians.
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Okay. So there are some things you want to do
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while you're conducting a review.
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You want to be professional.
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We all know the language that we're not allowed to
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use or shouldn't be using in an office setting.
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So keep that out of your peer review.
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Be constructive.
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If you think that Jim is a terrible worker helps
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us tell us why you think Jim is a terrible
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worker. Don't just say he's terrible.
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It's not helpful.
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Now if you're facilitating a peer review.
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These are some things that you need to do dedicate
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time. You actually did the time block it.
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I don't think you can just squeeze in and at
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the end of the day or the beginning or like
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during a meeting it needs to have its own dedicated
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time so you might have to schedule this like always
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out depending on what your schedule looks like dedicate space.
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Don't call everybody together for a peer review and then
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have no idea where you're going to be conducting it.
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It's really rude here in place.
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Yeah. And then dedicate privacy while people are filling these
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out. If they're going to be anonymous forms, let them
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do that on their own.
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Don't bring everybody together in the conference room but fell
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on an anonymous peer review that's not going to be
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very anonymous possibly which defeats the purpose.
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And then one last thing embraced new technology.
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Some of these companies, they actually have ways that you
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can do peer reviews by the internet and forms and
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things. But if you're using technology, some of the really
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cool features are that you can figure out before even
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the pair of you is over.
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Like what's going on is somebody way up here or
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somebody who already way down here, like you can already
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see the chance coming up and I think that's pretty
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cool. Here's the things that you don't want to do.
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Yeah. So the don't don't be rude kind of goes
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with Doobie Professional.
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Don't take out your anger if you just don't like
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Jim maybe you and Jim just don't get along.
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But I'm not a great worker.
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That's probably not really a thing that needs to go
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in the peer review.
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That's something that you and jim just need to hash
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out. Don't attack anyone.
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Like if you can't stand susie like you can make
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but maybe she's also like not a great worker but
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while she's not a great worker but just don't excessively
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attack her and then don't be an organized.
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If you are facilitating a pair of you be organized,
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have everything ready to go.
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If you want people to fill out forms, just have
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them ready to hand out.
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If you want everybody to sit down and we're going
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to talk about jim because everybody realizes that Jim has
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some problems.
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Be ready to talk about that.
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Don't don't be disorganized.
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It's great.
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All right.
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Moving on to evaluating what in the world are even
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evaluating and a pair of you.
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So we're evaluating the strength.
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What is everybody doing?
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That's good, evaluating their weaknesses.
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What do people need to improve, evaluating their performance?
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How do they perform?
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Are they may be really good like one area and
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then just like their performances and cut and then any
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other work related aspects.
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I was in the army until april and in the
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army you have to follow the army values.
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They apply all the time.
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You don't get to come into work and apply the
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army values and leave work and not apply them.
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You have to apply them all the time.
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And I know there's other companies that also have their
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own values and if that's the thing then that would
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be something you'll be evaluating people on is maybe that
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company's core values.
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All right.
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So now you got your feedback.
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What do I do with my feedback?
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Do not take it personal.
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It's not personal.
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It's business.
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At least it shouldn't be personal.
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If it is then that should be addressed.
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Use that information to make a plan.
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Whether it's good information about information, you can make a
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plan. Don't gloat if you're the guy who everybody loves
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don't blow everybody already knows that you're that guy.
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You don't need to worry about it.
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Alright, so now we're going to talk about the positives.
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All right, So you've got a positive peer review back.
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Keep doing what you're doing.
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Don't like don't be like, oh I'm great.
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I don't have to do anything.
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No keep doing it.
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Don't rest on your laurels.
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Don't go, oh don yes, you have to keep doing
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all those things and then you know what you can
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do is reach out to your peers, the ones that
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you know aren't that great.
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Hey, how can I help you?
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All right.
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So now you got some negative feedback that's not so
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good. Don't take it personal.
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It's business.
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It's just business and it's just how you perform at
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work. Make a plan to improve, you know that you
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have problems and you need to do better if still
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figure out how to do that.
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Reach out to a supervisor.
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Hey, I really got a negative peer view and I
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want to fix it.
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How do I do that?
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Seek out coaching on your own?
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Um I know coaching is expensive if your company might
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offer some for free or it would be a tax
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write out.
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So that would be helpful or seek out improvement opportunities.
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Does your company offer training?
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Do they offer seminars or anything that you can go
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to that you don't have to pay for?
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All right.
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And these are my references.
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I look forward to hearing your old feedback and thank
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you so much for listening to my presentation.