For what it's worth, I don't seem to be able to get to the weblog more than six days a week. Rather than beating myself up over that, I'll aim for six days and when I get a seventh, feel as if I over achieved. Ah yes, the feeling of overachievement.
I work with a small company that is in the process of adopting a performance management and development system much as I recommend to all who care to listen. I am finding, however, that even in a company that has the right values and a core belief about involving people, they have often failed to provide an effective communication path for people. Thus, in their performance development planning meetings (PDPs), employees are talking about their frustration with items such as getting their work procedures changed, feeling as if they can implement their improvement idea, and so on.
This experience is bringing home to me quite loudly, the need for spelled out communication paths within companies. Employees who want to do a good job, and who become frustrated by how their organizations seem to be responding, turn into people who show up and "just do my job." I want to avoid this downward spiral from "interested and excited" to "I just do my job," at all costs. It's our future we are nurturing here after all. I really DO believe our most important asset is the people we employ. Without their brains, knowledge and experience, we truly are replaceable by the widget-maker down the street.
Performance Management and Development (an ever-growing resource about new thinking)
Warmly,
Susan
11:55:15 PM
Performance Management in Practice 
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