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[Podcast] RR 378: John Passante – You Can’t Handle The Truth – The Power of Performance Reviews

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Dr. John Passante is a legacy automotive aftermarket Human Resource professional and the President and CEO of The Organizational Development Group.  He’s worked with and for some of the biggest names in our industry including Monroe/Tenneco, Delphi, Moog and Car Quest.

I’ve seen John speak at many events and he always ignites the spirit of self-development and leadership.

John works with many aftermarket organizations to increase its effectiveness by better utilizing their human capital to implement change initiatives including Management Development, Leadership Development, Personal Development, and Team Development among others. Find John’s other episodes HERE.

Key Talking Points:

  • Accountability must be in the drinking water of organizations.
  • Year-end is the time to have quality time with your team to share developmental needs and accomplishments.
  • There is a fear to sit with your people to discuss their behavior and contributions to improve themselves and the organization.
  • “The basis of all relationships in life is trust.”
  • “True friends are blessings.”
  • Find the training programs to help develop your people.
  • We’ve gotten feedback throughout our lives, for example, a report card and/or a grade in college.
  • When you move forward in life and in business you need help to change your knowledge and behaviors.
  • “The truth will set you free”. Silence is not feedback. People want feedback.
  • We do not give enough compliments. They are free. They have to be sincere, they have to be genuine.
  • Reviews/feedback needs to be one on one and it needs to be two way.  ‘Give me feedback on how I can Improve’.
  • You must treat everybody as an individual.
  • You can’t have a base of trust without clear expectations.
  • The people side of the business gets pushed down. If you take care of your people you’ll take care of your customers.
  • We get the tone of the organization from the leader.
  • Millennials want feedback daily. If not you are not going to retain them.
  • Wage increases should not be discussed at a performance review.
    • They are two different conversations.
  • Find a quiet neutral setting for your review.
    • Don’t sit behind the desk.
    • Give a week advance.
    • Bring notes with you so we can have a give and take dialogue.
    • Confirm with your report a few times during the week.
  • Never provide feedback or offer promotions via email or text.
  • Every company needs to have their values posted everywhere in the business.
  • Culture drives strategies.
  • You need to understand your team members personal goals.
  • We can do anything we set our minds to. Give the human credit. There is potential in every organization that is underutilized.
  • Find your human potential. Start an idea committee.

Resources Mentioned:

  • Link to the article “You Can’t Handle The Truth”
  • Thanks to John Passante for his contribution to the aftermarket’s premier podcast.
  • Link to the ‘BOOKS’ page highlighting all books discussed in the podcast library HERE. Leaders are readers.
  • Leave me an honest review on iTunes. Your ratings and reviews really help and I read each one of them.

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This episode is brought to you by Federal-MogulEpisode-Logo-Sponsored-By-v1-300x93.pngMotorparts and Garage Gurus. With brands like Moog, Felpro, Wagner Brake, Champion, Sealed Power, FP Diesel and more, they’re the parts techs trust.  For serious technical training and support – online, onsite and on-demand – Garage Gurus is everything you need to know. Find out more at fmmotorparts.com  and fmgaragegurus.com

Click to go to the Podcast on Remarkable Results Radio

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  • Have you checked out Joe's Latest Blog?

    • Joe Marconi
      The Toolbox is Last to Leave, First is the Heart
      By Joe Marconi in Joe's Blog
         0 comments
      It always amazes me when I hear about a technician who quits one repair shop to go work at another shop for less money. I know you have heard of this too, and you’ve probably asked yourself, “Can this be true? And Why?” The answer rests within the culture of the company. More specifically, the boss, manager, or a toxic work environment literally pushed the technician out the door.
      While money and benefits tend to attract people to a company, it won’t keep them there. When a technician begins to look over the fence for greener grass, that is usually a sign that something is wrong within the workplace. It also means that his or her heart is probably already gone. If the issue is not resolved, no amount of money will keep that technician for the long term. The heart is always the first to leave. The last thing that leaves is the technician’s toolbox.
      Shop owners: Focus more on employee retention than acquisition. This is not to say that you should not be constantly recruiting. You should. What it does means is that once you hire someone, your job isn’t over, that’s when it begins. Get to know your technicians. Build strong relationships. Have frequent one-on-ones. Engage in meaningful conversation. Find what truly motivates your technicians. You may be surprised that while money is a motivator, it’s usually not the prime motivator.
      One last thing; the cost of technician turnover can be financially devastating. It also affects shop morale. Do all you can to create a workplace where technicians feel they are respected, recognized, and know that their work contributes to the overall success of the company. This will lead to improved morale and team spirit. Remember, when you see a technician’s toolbox rolling out of the bay on its way to another shop, the heart was most likely gone long before that.

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