Over a year
Focused on your thing, head down and paying attention to the problems in front of your feet, it may have escaped your attention that the world…
There’s nothing about an annual review that means you have to do it annually.
The annual part is just a diary reminder, “do it now or it’ll have been over a year since you did it before”. In reality, even a year is too long between meaningful, insightful, direct and progressive conversations with your team.
How about every day?
How about direct feedback, good and bad, within a day of whenever it comes up? How about taking the time to unpack the lessons and reset the course every time there’s an obstacle overcome or a progression made?
If it is that time again and there’s a dictated version (you know, from HR) with particular paths to follow – then dig in. Don’t resent the time or the form or the room you’re in. Double down, and get to the heart of the thing.
Skippy strategy: Carve out enough time for a meaningful conversation.
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Category:
Teams
The thing about reports, and which is worth baring in mind next time you’re ankle deep in writing one and full of resentment for both the…