Read Online The Part-Time Trader by Ryan Mallory - Free Book Online Page B
Authors: Ryan Mallory
Ads: Link
satisfaction when interacting with employee?
As a corporate citizen, does employee maintain mutually beneficial relationships with suppliers and coworkers?
As you might imagine, on the surface I probably would not fare too well on the peer reviews when they came around each year. But I was smart about how I approached it. My approach to peer reviews was similar to the CBS show Survivor, as I would try to create alliances with various employees, since I was having a secret affair with the stock market and wanted to guard my clandestine operation from being exposed. If I were going to successfully do that, you better believe I would have to create some alliances for myself.
The Approach
Now I couldn't just go up to another employee and say, âHey, if you give me a good review, I'll give you a good review.â It just does not work that way (unfortunately). That kind of strategy will (1) make you sound incredibly desperate and likely get turned down like a sixth-grader at an eighth-grade dance; (2) get you a horrendous review that will create the opposite effect of what you were hoping to achieve (in fact, they may snitch on the request in your review itself), or (3) possibly land you in the boss man's office for, let's just say, soliciting a positive review, which in the boss man's eyes will make you a âbad corporate citizen.â
That means you must be doing pretty crummy work (whether you actually are or not), so much so that you are going around trying to convince others to provide you with a good review. Congratulationsâyou are now on the boss man's radar.
The Good Samaritan
Here's how you do it. For however many employees you need to review you, find those who are the least vocal and controversial in your department. Stay away from the loudmouth brown-nosersâthey will throw you under the bus faster than you can imagine, no matter how friendly you think you guys are with each other.
Once you have identified these individuals, go to their offices, one by one. Strike up a friendly conversation about something you both have a mutual interest in or something you will both be able to agree on. Stay away from controversial topics, and at the end of it, try to migrate it into the drudgery of self-reviews and how time consuming and useless they are. As working members of the proletariat, you'll likely be able to agree on this.
After you have finished yapping, go ahead and close out the conversation by saying something to the effect of âLooks like I better get back to my cubicle before someone noticesâ and nonchalantly exit the office, but right before you are out of arm's reach of the office door, spin around, grab the door frame with one hand, and say, âOh, and on the topic of employee reviews, if you need an extra peer review, send me a request, and I'll make sure to hook you up.â Then smile and proceed back to your desk (for real this time).
Once you have done this, you'll soon get a request from this person because no matter how great an employee he or she is, there is nothing that a person likes more than assurance in an insecure work environment. I would say this strategy worked well for me nearly every time, and 9 times out of 10, I would have a peer review request from that person by day's end.
Peer Kindness
Now that you have received that request, don't sit on it. Oh, noâfill it out right away. If they ask for any negatives on the person, simply write âN/Aâ or âEmployee excels in this area.â The boss will be happy to see that someone else views them in such high regard. But when you send it to your boss, also blind copy (the dreaded âbcc:â field on an e-mail) the individual the review so they can read the high regards that you hold them in. They will be forever grateful to you for it. They will never tell on you for doing this because they will be so thankful for the kind words you said and are vulnerable enough to believe that it will
As a corporate citizen, does employee maintain mutually beneficial relationships with suppliers and coworkers?
As you might imagine, on the surface I probably would not fare too well on the peer reviews when they came around each year. But I was smart about how I approached it. My approach to peer reviews was similar to the CBS show Survivor, as I would try to create alliances with various employees, since I was having a secret affair with the stock market and wanted to guard my clandestine operation from being exposed. If I were going to successfully do that, you better believe I would have to create some alliances for myself.
The Approach
Now I couldn't just go up to another employee and say, âHey, if you give me a good review, I'll give you a good review.â It just does not work that way (unfortunately). That kind of strategy will (1) make you sound incredibly desperate and likely get turned down like a sixth-grader at an eighth-grade dance; (2) get you a horrendous review that will create the opposite effect of what you were hoping to achieve (in fact, they may snitch on the request in your review itself), or (3) possibly land you in the boss man's office for, let's just say, soliciting a positive review, which in the boss man's eyes will make you a âbad corporate citizen.â
That means you must be doing pretty crummy work (whether you actually are or not), so much so that you are going around trying to convince others to provide you with a good review. Congratulationsâyou are now on the boss man's radar.
The Good Samaritan
Here's how you do it. For however many employees you need to review you, find those who are the least vocal and controversial in your department. Stay away from the loudmouth brown-nosersâthey will throw you under the bus faster than you can imagine, no matter how friendly you think you guys are with each other.
Once you have identified these individuals, go to their offices, one by one. Strike up a friendly conversation about something you both have a mutual interest in or something you will both be able to agree on. Stay away from controversial topics, and at the end of it, try to migrate it into the drudgery of self-reviews and how time consuming and useless they are. As working members of the proletariat, you'll likely be able to agree on this.
After you have finished yapping, go ahead and close out the conversation by saying something to the effect of âLooks like I better get back to my cubicle before someone noticesâ and nonchalantly exit the office, but right before you are out of arm's reach of the office door, spin around, grab the door frame with one hand, and say, âOh, and on the topic of employee reviews, if you need an extra peer review, send me a request, and I'll make sure to hook you up.â Then smile and proceed back to your desk (for real this time).
Once you have done this, you'll soon get a request from this person because no matter how great an employee he or she is, there is nothing that a person likes more than assurance in an insecure work environment. I would say this strategy worked well for me nearly every time, and 9 times out of 10, I would have a peer review request from that person by day's end.
Peer Kindness
Now that you have received that request, don't sit on it. Oh, noâfill it out right away. If they ask for any negatives on the person, simply write âN/Aâ or âEmployee excels in this area.â The boss will be happy to see that someone else views them in such high regard. But when you send it to your boss, also blind copy (the dreaded âbcc:â field on an e-mail) the individual the review so they can read the high regards that you hold them in. They will be forever grateful to you for it. They will never tell on you for doing this because they will be so thankful for the kind words you said and are vulnerable enough to believe that it will
Similar Books
