So, here in the U.S. we’re rolling into that season of ghosts and goblins, and pumpkins and turkeys…and the thing so many of us love to hate – the performance review.
In an ideal world, the performance review would be a gift. It would offer insight into what we did well and intelligence on what we might change or expand in the coming year. And it wouldn’t carry all this baggage around ratings, and distribution curves, and compensation. Alas, it’s complicated. At least at the individual level.
But. Can we talk about the team performance review? Not nearly as popular – but in my experience, it’s an incredibly valuable tool in reviewing the year coming to a close, and getting super clear about changes to make in the coming year that will deliver big success.
So…the world of work has gotten a little complicated. So many teams today are operating across countries and time zones; working asynchronously, maybe or maybe not ever meeting in person. The world is moving at a million miles per minute, and we’re all doing our best to keep up.
And while the team may not be dropping balls – is it collectively living its best, most successful life? Are all members of the team truly engaged? And is the team delivering the best possible results?
Usually these days, the answer is no. Simply because we don’t have the time and space to step back, reflect, determine what’s working well and what we need to optimize.
This is what the team performance review is designed to do; to fully activate your team, maximizing their engagement and performance. So, even as great as you are, you can amplify in the new year whatever’s been going well, and you can tweak or correct anything that’s fallen a little short of amazing. If you want to learn how to run a great team performance review, listen to Modern Mentor's latest episode here.
