Sample Mirror Image

Last update: June 25, 2023
How to Read
  • Outstanding
  • Great
  • Well
  • So So
  • Not well
  • Terribly

*Longer rays represent more recent reflections

Analysis

- You have over 100 reflections from over two dozen teammates in the past 200 day!

- While your score of 312 is quite impressive, there is some pronounced weakness around how junior teammates and clients view you at work

- Junior teammates in particular have started to sour on their view of your performance at work. Many of the recent reflections coming from them are that you’re either working So-So, Not-well, or even “Terribly”.

- On the upside, your senior teammates are quite happy with you! Keep up the good work there!

Strengths and Weaknesses

See how your team perceives you along the five dimensions of performance.
Communicates well
Not at all
Definitely
Solves problems
Fits on the team
Follows high standards
Shows leadership

Legend

Above you see the spread of the-last-100-days responses from your reflectors, on the spectrum of Definitely to Not at all. The concentration of responses along this continuum is visualized by the vertical width of the colored sections.

Arrows are located at the median values, with the direction of the arrow indicating a trend over last month:

Worsening
Stable
Improving

Contributors and Detractors

Based on your self-reflections, the areas of your job are arranged from those that contribute to your sense of fulfillment the most, to those that detract from it the most.

Purpose

The meaning and impact of your work. Having a passion for the work we do, gives us a purpose and a sense of pride. If our work is impactful, then we feel excited to engage and bring our creative selves.

Most fulfilling for you

  • Culture

    I love your enthusiasm, especially when things get rough. I’m always reminded that I can lean on your fresh take and that gives me confidence for the project. Thank you and keep it up!

  • People

    Your teammates’ expertise and attitude. Trust and respect are the keys to good relationships and they drive collaboration. They also determine the level of authenticity we can bring to work.

  • Direction

    The clarity of vision and respect for leadership. How leadership communicates the vision, sets the standards, and follows through on promises drives our motivation to follow the lead.

  • Support

    Training, coaching, resources, and tools at your disposal. Support is also about receiving clear and realistic expectations. Adequate support is key to being effective at work.

  • Autonomy

    The trust and independence we are afforded at work. Whether taking an initiative and creativity are encouraged. The feeling that our voice is heard and our actions matter drives our energy and engagement.

  • Recognition

    The appreciation we receive for our work. How fairly are our contributions recognized. If our work is seen, valued, and fairly praised, we can naturally stay more motivated.

  • Compensation

    How we feel about our pay and benefits. Fair compensation, which ideally allows us to support our family’s needs, reduces stress and improves engagement.

  • Opportunities

    Possibilities for career growth and learning. Whether we are excited by our career trajectory and our work contributes towards it. Seeing a good reason to do stretch assignments is key to staying engaged.

  • Balance

    The work-life balance you are able to achieve. Ensuring that workload is manageable, schedules are reasonable, and non-work life can thrive, reduces stress and increases satisfaction with work.

Purpose

The meaning and impact of your work. Having a passion for the work we do, gives us a purpose and a sense of pride. If our work is impactful, then we feel excited to engage and bring our creative selves.

Most fulfilling for you

Culture

I love your enthusiasm, especially when things get rough. I’m always reminded that I can lean on your fresh take and that gives me confidence for the project. Thank you and keep it up!

People

Your teammates’ expertise and attitude. Trust and respect are the keys to good relationships and they drive collaboration. They also determine the level of authenticity we can bring to work.

Direction

The clarity of vision and respect for leadership. How leadership communicates the vision, sets the standards, and follows through on promises drives our motivation to follow the lead.

Support

Training, coaching, resources, and tools at your disposal. Support is also about receiving clear and realistic expectations. Adequate support is key to being effective at work.

Autonomy

The trust and independence we are afforded at work. Whether taking an initiative and creativity are encouraged. The feeling that our voice is heard and our actions matter drives our energy and engagement.

Recognition

The appreciation we receive for our work. How fairly are our contributions recognized. If our work is seen, valued, and fairly praised, we can naturally stay more motivated.

Compensation

How we feel about our pay and benefits. Fair compensation, which ideally allows us to support our family’s needs, reduces stress and improves engagement.

Opportunities

Possibilities for career growth and learning. Whether we are excited by our career trajectory and our work contributes towards it. Seeing a good reason to do stretch assignments is key to staying engaged.

Balance

The work-life balance you are able to achieve. Ensuring that workload is manageable, schedules are reasonable, and non-work life can thrive, reduces stress and increases satisfaction with work.

Tips to Better Yourself

Below is some "food for thought" on how to do better at work! These typically address areas of your performance which your coworkers highlight as weaker.

You may have every intent to meet and exceed your workplace standards, and yet at the end of the day it feels as if you fall short.

Oftentimes the biggest barrier to reaching those goals you and your employer set are the goals themselves. They may be unclear, unreasonable, and unrelated to the work you're doing. It may be time to revisit your goals and  reframe them into SMART goals. That means they are specific, measurable, achievable, relevant, and time-bound. This will help you focus on the tasks at hand and reach each goal.

Want to go deeper?

Here is a closer look at SMART goals and how to use them to achieve higher standards in work and life:

www.mindtools.com/pages/article/smart-goals.html