It’s mid-year review time! We’re half 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.
Mid-year Review – Is It Going Well?
If they’re doing well, give them a pat on the back. Take the time to let them know they’re doing well. It will motivate them to feel good about what they’ve achieved so far. This is something we often forget to do, but it is very important to do periodically to keep your team engaged. Then gently remind them to keep up the good work for the rest of the year.
Mid-year Review – What If It’s Not Going Well?
If things aren’t going as well as you hoped, talk to the people involved. If something is blocking an employee or the team’s progress, work with them to find out what is causing the block. Work with the team to find ways to remove any blocks. This might require changing workflows or processes. It might require providing training or some coaching. The earlier you know there’s a problem, the more likely that you can find a solution and still have them meet their goal. Ask the people involved for their ideas to solve any problems they’re facing. This will help them learn to become more self-reliant.
If you aren’t already doing so, agree a plan with your team to make sure they get regular feedback. This will allow you to make sure they are on track for the rest of the year to meet their goals. Implement a self-assessment approach, if you don’t already use one; it’s is something your employees can own and share with you periodically.
Get them to first note down what has gone well and what they’ve achieved (doing this first will help motivate them to see the positives). Then have them note down what isn’t going well or what they could have done better or differently. For the negatives, ask them to think about the reasons why it hasn’t worked as they expected or hoped. Ask them to identify things that they could change that are under their control. For obstacles that they can’t control, ask them to think of possible ways round the obstacles. Then get them to initiate a conversation with you where they can share their suggestions.
Mid-year Review – Review Goals
Did your team have any goals that were shorter term, and which are now complete? If they did, see if there are any new goals that need to be created? Has anything significant changed since the goals were set? Has the person’s role changed? Make sure the goals set for your team for the rest of the year are still relevant for what they are doing, and adjust them or create new ones if required. If you need to create a goal – remember to create a SMART goal.
My Question To You
Have you scheduled mid-year reviews with your team yet? Have you been providing ongoing feedback along the way? If this is something you would like to discuss or would like some help with, contact me at firstname.lastname@example.org. You can also buy my book Accelerate to Team Success which is available as a paperback or on Kindle.
About the Author:
Dr Nikki Faulkner founded Mulberry Bush Consulting to work with business leaders and their teams to make the 'People' side of their business as effective as possible. Mulberry Bush Consulting's specialty is helping small businesses who are new to having employees and helping businesses who are growing rapidly and increasing their employee-base at a rate that is creating a significant challenge.
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