Build great Teams – People management

Review

Past Year – What Have You Learned?

Past Year - What Have You Learned?

Look back at this past year – what have you learned? Take some time now to reflect on how it’s gone and what you might do differently or better as a result. Look at the goals you set – both business and personal and think about how well they met the objective behind them.

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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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How To Deliver A Productive Review

How To Deliver A Productive Review

When the time comes for an end-of year review make sure you deliver a productive review. It should be a good experience for both parties. It should help the employee move forward with a clear understanding of what they’re doing well and where they can improve.

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End Of Year Status Check – A Case Study

End Of Year Status Check - A Case Study

In 2015, some very large companies announced they weren’t going to do end-of-year reviews any more. One small company decided these headlines were the excuse they needed to stop doing end-of-year reviews. A couple of years later, when I started working with them, the impact of their decision was being felt.

They use SMART goals and they check-in with their team several times a year, both of which are great. The challenge they had when I stated working with them was trying to raise the bar overall. That’s what I’ll share with you in this article.

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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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Lessons Learned As You Reflect On Another Year

Lessons Learned As You Reflect On Another Year

What are your ‘lessons learned’ as you reflect on the past year? The end of the year is a time we typically look back on the goals we set at the start of the year. Hopefully they were SMART goals and you know if you achieved them or not. The end of the year is also a traditional time to step back and look at the bigger picture of the year overall.

If you look back at this past year – both business and personal – what do you think went well and what didn’t? Now is a good time of year to take a few minutes and quietly reflect and write some positives and negatives down, before we get caught up in the festive season. It doesn’t need to be tied to specific goals, think broader and bigger.

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