Build great Teams – People management

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Helpful Evaluations Support Your Employees

Helpful Evaluations Support Your Employees

Create helpful evaluations to share with your employees as part of your annual review process. Write the evaluation before you meet with the employee. Decide if you need to update it based on the review conversation. Once you have edited the evaluation provide a copy to the employee.

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Monthly Feedback Works – A Case Study

Monthly Feedback Works - A Case Study

Monthly feedback and reflection is a great way to make sure everybody’s on track. After setting SMART goals, ‘continual performance feedback’ is the best way to make sure your team can achieve their goals. Continual performance feedback can happen in many ways, but monthly in the form of self-review is one of the best.

This case study is from a client who had given up on goals altogether. We introduced SMART goals, and to reinforce them, added monthly feedback. It made all the difference for his team.

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Status Check – Review Of Goals

Status Check - Review Of Goals

Olympic athletes periodically do a status check against their goals to see how they’re doing. Businesses should do the same for their goals to ensure success. Managers should also do the same for their employees to make sure they too can be successful. Communication about goals, and progress towards achieving them, should be two-way between the manager and employee. It should happen at least once a quarter and all feedback should be specific to the goals rather than being a general chat.

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Avoiding Conversations – The Sign It’s A Difficult Conversation

Avoiding Conversations - The Sign It's A Difficult Conversation

Avoiding conversations is a sure sign you’re avoiding one or more ‘difficult conversations’. Difficult conversations need to be dealt with, not ignored or avoided. Being able to handle any level of difficult conversations is part of managing people. It’s likely to come up in performance management in particular. So if you find yourself avoiding holding a conversation, don’t brush it under the carpet. Face it head on.

When I work with clients on the topic of handling difficult conversations, I typically ask them to use a real example as we work through the process. They often say they don’t have a real example because their team works well. We soon find that actually they do have a real example. We identify it because it’s a conversation they’re avoiding.

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Managing People – Things To Think About

Managing People – Things To Think About

Managing people looks easy when you see good people managers doing it. But if you’re struggling – don’t worry – you’re not alone. Managing people is not a bed of roses. People are complex. Get it right quicker by taking advice from people like me who’ve been there and done that!

Expanding your business so that you need to a team to support you is a great step forward. Most people who’ve done it, however, will admit it comes with challenges, especially if you have no experience managing people.

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Performance Management – Get And Stay On Track

Performance Management – Get And Stay On Track

So you’ve hired a great team, your new hires are up and running and life is good, or is it? Maybe some people in your team are capable of doing a great job, but they’re not meeting your expectations. You’re constantly going over work with them, or they never quite deliver the way you wanted, hoped or expected. It’s just about good enough to get by, so you say nothing. Do you have a performance management process to help you?

Compare performance management to building a house. First you need a strong foundation to build the house on – set SMART goals. SMART goals are the foundation that both employee and manager can refer to. They are a great place to start all performance management conversations from. Then, for your house, you build the walls, and the walls support the roof. Continual performance feedback throughout the year represents the walls that supports a formal end-of-year performance review or appraisal.

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Mid-year Review – Stop and Take Stock

Mid-year Review – Stop and Take Stock

It’s mid-year review time! We’re half the way through the year, so stop for a moment to take stock of how your team are doing. Hopefully you set them SMART goals earlier in the year. And hopefully you’ve provided feedback and guidance to your team along the way. But now is an excellent time to have a semi-formal review with your team to make sure they are on track to achieve their goals. If their goals align with your business goals, their success is your success.

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Review Time – Give Feedback And Update Goals As Needed

Review Time – Give Feedback And Update Goals As Needed

Review time! Many of us started the year well by setting some – hopefully SMART – goals. Hopefully you, like me, are now well on your way to achieving those goals.


Now we’re a few months into the year it’s a great time to review those goals (if you haven’t already) to see how we’re doing. Are we on track? Do we need to make adjustments to get back on track or to stay on track? Or are we doing well? If we’re doing well we should give ourselves a pat on the back and resolve to keep up the good work for the rest of the year.

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The Final Review – A Case Study

The final review at the end of the year can be a productive meeting or a battle of egos. It’s a great opportunity for feedback and to discuss changes that could be made that will benefit everyone. If we don’t learn from our mistakes it won’t end well (my tenuous link to the photo!).

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The Benefit Of A Specific Evaluation – A Case Study

The Benefit Of A Specific Evaluation - A Case Study

How do you make an evaluation helpful to an employee? One way is to make sure it’s specific. A specific evaluation can help an employee see what they did well so they can repeat it. It also helps them see what they didn’t do well enough so they can take action to improve. Here I share a case study that demonstrates how small changes to how an evaluation is written can make it more helpful. The employee can then pro-actively take action.

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