Jay Weatherill Quotes

Coaching is nothing more than eliminating mistakes before you get fired.

When it comes to work, there is a fear factor around meritocracy. People are afraid of being openly judged. However, when you know what you are being measured against, it's empowering.

You need to tell people where they stand. If someone's done a good job, you should tell them they've done damn well. But if they haven't, you should take the same attitude.

If people want to criticize a performance, that I understand. I think that's important.

There is no business in America that would be prevented from taking results into account when making personnel decisions.

The more accountable I can make you, the easier it is for you to show you're a great performer.

Eliminate numerical quotas, including Management by Objectives.

Even the superstars need to be coached once in awhile.

You measure your people and you take action on those that don't measure up.

We could all use more coaching.

Knowing how to tactfully criticize someone's work is a mentor's job.

I remember the first couple of years when I was coming up through the ranks, some of the old-timers would take me aside after the match and critique me.

Real-time feedback and coaching promotes learning. When feedback is connected to compensation, feedback is muted, distorted, and given less frequently.

You have to take care of your guys. If a guy underperforms, you get rid of him. If a guy overperforms, you take care of him.

When you want a raise, you're not only going in saying: 'I want more money.' You're going in and saying: 'Here's what I want out of my career. Here's what I accomplished. Here's what I said I was going to do. Here's what I've done. Not only do I deserve more money, but I want to get to here on my career.'

Done right, a performance review is one of the best opportunities to encourage and support high performers and constructively improve your middle- and lower-tier workers.

The biggest cowards are managers who don't let people know where they stand.

You got to be rigorous in your appraisal system. The biggest cowards are managers who don't let people know where they stand.

Traditional performance reviews have passed their sell-by date. Big time. There's research showing that roughly two-thirds of performance appraisals have either no effect - or a negative effect! - on employee performance.

Most of the coaches just tell you, 'No, no, you're doing well. This is fine.' But I actually want someone who will tell me what I didn't do right so that I can improve.

A lot of companies lock up for a few weeks once a year for performance reviews. But there's a way to collect feedback in real time from Slack so that by the end of the year, you've already stored up all of this information.

Coaching wouldn't be for me. No, certainly not.

I'm not one to get bad reviews.

You always depend on what the owners think of the job you are doing.

We reflect on our successes and failures at monthly staff meetings.