Strong companies know that helping employees improve skills is a necessity in improving the quality of services and products. The managers who have to do this, however, may see evaluations as a burden on top of their already heavy workload, and so may avoid taking the time to prepare properly, or to give much attention to the paperwork, or to give proper attention and focus to the employee in the evaluation meeting. Evaluations can sometimes be challenging, as managers must raise sensitive issues and push staff for improvement. Many managers struggle with how to do this in a positive, productive way. In the midst of an intense workload, it is not always easy to remember that this as an opportunity to do something great for the employee as well as the company—not just on a conventional level, but on a seed level! Smart managers set out to make the end result of the evaluation process a sum greater than its parts!
So how do we use the DCI System to make the evaluation process something that empowers our employees and at the same time makes our company more successful?
Here are a few simple, easy steps:
Remember Where Things are Coming From
We are suggesting something radical here! In the DCI System, we say that everything we experience around us is coming from mental imprints, or “seeds” in our mind…and in the context of a business, this includes our employees. The mental seeds which are causing us to experience our business and our employees the way we do were planted in our mind in the past by what we thought, said and did toward other companies and individuals. If this is true, then we would logically want to create our success by “planting” new positive mental imprints, by helping our employees to grow personally and professionally. Remember—we are not just suggesting a conventional result, wherein we hope to have a happier, harder-working employee just because we were considerate and thoughtful toward them…We are suggesting that the intention or motivation we have while taking care of this employee will literally plant seeds in our own mind which will then force us to see ourselves and our company more successful in the future. Skilled users of the DCI system are always working on two levels at the same time—we call what the conventional and “ultimate” levels.
On the “ultimate” level, we say that we must first understand that everything we experience about the employee is coming from our own mental imprints. We are suggesting that everything we know about all of their strengths and all of their weaknesses is a result of our own mental imprints. Once again then, if this is true, then this would logically mean that the only way we can expect to see a positive change in them is if we change our own mental imprints.
If the employee is coming from me, does it mean that we should not evaluate them? If this is true, then can’t I just work on myself and eliminate the need for me to talk to my team? Technically this is perfectly correct! If your seeds were perfect, you wouldn’t need to evaluate your employees at all – they would simply automatically do everything perfectly. Unfortunately, most of us do not have perfect seeds yet! In the DCI System we say that we still need “conventional” methods to provide a ‘vehicle’ through which the new seeds will ripen. The evaluation , like many other “conventional” methods or tools, sometimes produces a desired result and sometime doesn’t. We say that if something doesn’t work all the time, that means it doesn’t work! In the DCI System we say that this means that there is a critical element missing: The Seed. We say that the way to make the evaluation process always produce the desired effect…is to plant the correct seed.
If you are interested in experimenting with this, we then arrive at an obvious question: How do I plant the ‘correct’ seed? Here’s how:
- Take Responsibility:
When you write your employee evaluation, consider taking some responsibility for their strengths and weaknesses! Consider that the experience you are having of their strengths and weaknesses might actually be coming from your own mental seeds; Consider that you may have done something in past that was similar to what you are seeing in your employee.
- If There is Something You Don’t Like, Change it in Yourself:
Look at the list you made of their areas for improvement, and see where you yourself can improve the same things. According to the DCI System, if you see it in them, you must have done something similar in the past. Change it at the core!
- Keep Planting
Do the same thing in regards to the list you have made of their strengths. If you see strengths in your staffer, it must be because you have done similar good things in past! If you want to see your team grow, you must identify these seeds and then intentionally, methodically, repetitively plant these same seeds. Find out where, when and how you act in similar ways, and make a plan to systematically do more of it. This is the way to see them grow and develop, and to see company growth accelerate.
It takes courage to consider the possibility that everything you know and experience about your team is coming from your seeds. Consider the possibility that, if you refine your own seeds, you will see your team benefiting from the evaluation process, improving their skills, and accelerating the growth of the company in a healthy and happy way. We propose to you that this will trigger what we call in the DCI System an “upward spiral” in which the results of the new good seeds produce an environment where seed-planting becomes a part of the culture, which in turn produces a constantly accelerating stream of more and more powerfully good results. Exponential increases in profits, employee satisfaction, and harmony in the workplace.
Before having your evaluation meeting with team member, consider giving your motivation some serious thought. Consider the potential power of taking responsibility for what you see around you, on a seed-level. If your goal is truly to create a strong team where individuals benefit personally, the group benefits collectively, and the company grows as a unit, what do you think the causes will really be? In the DCI System, we say that conventional methods sometimes work and sometimes don’t…. which means that they don’t work. We are suggesting that to make the method work every time, and to produce the ultimate result, you need…. The Seed.