Create a mid-year review checklist

As we pass through the mid-year many of us in leadership positions will conduct reviews with our direct reports.

Rather than just walk through the process, I believe you need to create an objective review checklist. The checklist will help you identify those performers who are on-track and those that are behind. Of those behind  it is important to understand why they are behind, is it because you have directed their efforts somewhere else or is it because they are not tackling the challenges you set them at the start of the year.

What I find useful is to create a checklist for use at each review. Work through the checklist during the review.

 

 Firstly the checklist should address the formalities of the review.

1.       Why we are here?

2.       Do they feel comfortable to discuss candidly with you how they feel they are going?

3.       How do they rate themselves?

4.       How do you rate their performance to date?

5.       Why is there any delta?

Next look into their individual and team goals.

1.       On they on track to make their targets?

2.       Do the targets need to be revised up or down?

3.       Are there issues blocking progress that you can provide help to free up?

4.       Is there time to take corrective action and get any wayward goals back on track?

 

Assess for business Impact.

 

1.       Which goals are having the maximum impact?  These goals need to be pushed forward, how can we get more traction and better results.

2.       Which goals are having a minimal impact?  These goals should be dropped, save our energy and efforts for the greater impact goals.

Identify risky members

 

1.       Why are these members goals at risk?  Explain why they are at risk and consequences of poor performance.

2.       Have we contributed to the risk position?  If so we must own the issue and re-qualify the goal.

Positive finish

1.       Regardless of performance overall, we must praise all positive work,

2.       Remind team members of their role in an inclusive and cohesive team.

As team leaders it is our responsibility to conduct mid-year reviews. The reviews give us a good time to analyse where the team is and where it is heading. By keeping an eye on the goals we set for the team we can develop action plans to support our team and lead the strong performers to a position of excellence. Don’t be tempted by the leadership conundrum of who to allocate the most time too.  Time and time again it has been proven if we have limited time available we must give it to our top team members as any boost in their output will be more beneficial than the same improvement in our weakest members. It’s our duty as the leaders to manage and lead or teams to the highest performance we can, this way our team will be making the maximum contribution to the company.

Team Bonding

Do you make all your team members feel special? Sometimes the act of treating your members specially can pay off big because they feel more attached and committed to the team.

While travelling recently I was introduced to a local company. The manager took me for a tour of their facility. As we visited each section he took the time to introduce me to all his team members. It was plainly evident that these members felt special as their leader had taken the time to introduce each person and explain what they did for the team. As each person was introduced he had each person tell me how they could help me during my short visit.

Our leadership training would tell us that inclusiveness is a fundamental requirement for each of us to feel happy within the team that we operate in. What was happening here was the local manager was putting this into practice, his team was made to feel they belonged, because as someone came to meet him and visit the company, then everyone got to be part of that experience.

While this seems a straightforward approach of being inclusive to the team members it gave each team member an opportunity to show what part they played in the ongoing operations of the company. Later when talking with some of the individuals it was quite evident that they each enjoyed their leaders way of managing the team and the fact that he gave them responsibilities and allowed them time to talk and explain how they fitted into the team.

I think as the leaders of our teams and with a little thought we can easily adopt this strategy when we have visitors, by taking our time to move through the team and have personal introductions. At the end of the day it doesn't take much time and everyone feels they are contributing to the visitors success while with the team.