6.1. PEER REVIEWS MAKE A DIFFERENCE

One thing you must do to incorporate values into your organization is change your performance review process. Now. A wholesale redo from top to bottom may not be necessary; the essential component, in our experience, is that peers be included in the process. Yes, peers once again. You may be getting the idea that involving employees in all aspects of corporate operations is what I consider to be a good idea. That is absolutely right. For a good performance review, a multi-rater review is the gold standard when it comes to values, because even if one reviewer rates the employee too high or too low, the facts will emerge when the total picture is taken into account. And, as many organizations that use multi-rater systems have discovered, many employee complaints about the fairness of the process disappear, too, if peer reviews are shown to have weight in the review process.

How do you incorporate the values? Your Values Team should go right back to the Values Blueprint and determine how those behaviors should be demonstrated in each job category. This job will be made infinitely easier as more interview guides are created and used for hiring. A strong connection between the Values Blueprint, hiring criteria, review, and rewards is essential. A simple rating tool can then be created, allowing peers to rate the values and behaviors they have (or have not) seen demonstrated, on a numerical 1- to 4-point scale. When JetBlue was launched, employees were given cards to rate their peers with. It needn't be more complicated than that.