Build great Teams – People management

Feedback

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.

Read more

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.

Read more

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.

Read more

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.

Read more

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.

Read more

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!).

Read more

On Track? How Is Your Team Getting On?

On Track? How Is Your Team Getting On?

If you set goals (preferably SMART goals) for your team, have you checked to see how they’re getting on? Are they on track? Hopefully they are now well on their way to achieving those goals, but have you actually checked? Do you need to make adjustments to help them get back on track or to stay on track? Or are they doing well? If they’re doing well have you taken a moment to let them know?

Read more

Review – Don’t Make It Too Spicy

Review – Don’t Make It Too Spicy

When the subject of the end-of-year performance review comes up, many people say their experiences over the years have not been good.

Those people who have had a good experience with their end-of-year review are people who were not surprised by the outcome presented in the review, because they had clear goals to work towards, and received ongoing feedback along the way. They were also people who received a well-written accurate and balanced evaluation that was tied to their goals.

Read more

Evaluation – Write A ‘Good’ One

Evaluation – Write A ‘Good’ One

Create a well-written evaluation to share with your employees as part of your annual review process. In it, reflect on the goals that you agreed with them at the start of the year.

Be clear about the strengths that the employee has demonstrated. Equally, be clear about any areas of weakness that have shown up, where there is an opportunity for improvement. Mention any development needs that have emerged, and above all write it in a fair, balanced and constructive way.

Read more

Midyear Review Time – You’re Halfway There!

Midyear Review Time – You’re Halfway There!

It’s midyear review time! We’re half the way through the year, which is an excellent time to take stock of how we’re doing. Hopefully we all started the year with some SMART goals. You should now be well on your way to achieving those goals. If you’re not, you still have half a year left to get yourself back on track.

Now is the time to do a midyear review. If you’re doing well, give yourself a pat on the back. Take the time to congratulate yourself and feel good about what you’ve achieved so far. Are the goals for the rest of the year still relevant? Adjust them or create new ones if required.

Read more
error: Content is copyright protected