Welcome to Ask the Amies.

This is when our listeners write to us about their frustrations at work, and we give them our best advice.

This time, those questions are about making the leap from tactical to strategic,

handling unfair treatment from a manager, coaching someone with a difficult personality, and a few other issues.

So let's start with this question from a woman who's wondering how to push for a more formalized review process at work.

She writes,

I work at a mid-sized family-owned company that has had some growing pains as we've expanded.

One area that has not evolved is our review process, which is done twice a year

and involves filling out a form with two simple questions. There are no means for evaluating

ourselves in terms of our performance on a more quantitative basis, and there is no opportunity

for a 360 review of our peers. A revamped, expanded review process is something we could all really

benefit from. But top leadership is resistant to change, despite multiple requests from multiple

levels of the company. As someone in the middle of the hierarchy, she says, she'd love a chance to

provide some effective feedback in a formalized way to her peers.

She asks, how can I make the case for doing so in a way that will get leadership to really listen?

Well, she has to build the case.

Yeah.

She has to build the business case.

And then she is to sort of assemble a coalition.

Yes.

Of supporters.

Because I can imagine being in the leadership position in this organization and thinking,

...