ACE Your Performance Review: Tip #3
The ‘problem’ of communication between business departments is age-old. It’s common to hear comments about ‘working in silos’ and such like. Internal Communications is the process that binds an organization together, yet it’s also used as an excuse to hide poor performance and bad management.
GET THIS, THOUGH – using Internal Communications can create a serious advantage for you…
In the modern enterprise, Performance Management (the process where your performance is managed, assessed and scored) is not just a matter between you and your boss. Many organizations use 360-degree feedback to gather feedback about your performance from across your organization, often beyond the boundary of your department. If your organization does this, then consider this:
If you’re not communicating with people outside of your department, how do they know what you’re doing and how well you’re doing it?
This is where Internal Communications can provide you with a solution. There are two types of Internal Communications…
- Communication, normally from an authorized member of your department, that is formal and used to communicate plans, events, status or news about your department. You often see this kind of communication on your company’s Intranet. There are normally rules that govern the style and tone of Internal Communications of this type.
- Communications from individuals about items of work, problems, opportunities or status updates. These are normally person-to-person and are less formal and to the point. There are still rules that govern these communications, but the tone is typically less formal.
Are you involved in any of these?
If you’re not doing #2, then you’re missing a great opportunity to keep your colleagues uptodate with what you’re doing, and your colleagues also miss the opportunity to assess how well you’re doing it. So when the 360-degree feedback form lands on their desk, what are they going to say?
Use Internal Communications to stimulate specific, current and constructive feedback.
Generally, a short communication done often is best. It needn’t be eloquent prose, but make it to-the-point, professional and courteous. And above all, make sure it has a purpose.
Take a look back at the first form of Internal Communications. Normally, the head of department would provide such a communication. Guess what though – it needn’t be that way. In the modern organization, structures are flatter and often in matrices, so the head of department is not always communicating about their domain knowledge. Leaders really do want people to step forward and take more responsibility for internal communication. This is an opportunity for YOU to stand up and be counted – and build up your profile across your organization. And when you do, your name will be recognized as a leader and expert, so when that Performance Appraisal comes around… guess what? You’re getting the credit.
If you are the leader of an initiative, service or function then why not ask to become the spokesperson within your organization? If you’re not afraid of seeing your mugshot on your intranet with a quote against your name (why should you be?) then go speak with your boss (or go right to your department head) and ask today!
