When was the last time you received a performance review? How did it make you feel?
When was the last time you reviewed a team member’s performance? How did they respond?
There are many reasons why companies and employees part ways, but a big reason employees leave is because they feel underappreciated and undervalued.
76% of employees who do not feel valued are looking for other job opportunities.
THE LEADERSHIP CHALLENGE
Many business owners are thrust into leadership with limited or no experience as they desperately need help for their growing business. We have good intentions when bringing a team member on board, but many times we get the cart before the horse.
We don’t have the systems in place to support the new team member. We assume they know what we need and how to do it to our satisfaction. Then to make it worse we are so busy with everything on our plate we don’t make time to provide ample training, give direction, provide coaching, and develop their role.
It is a lot to ask especially for small businesses, but team members can make or break your business. As a business owner, it is our responsibility to be prepared and develop our leadership skills so we can serve our team well. When we take great care of our teams they take great care of our clients. It is a trickle-down effect.
MY LEARNING CURVE
I remember in my very early days being a manager I had a painful learning lesson during annual reviews. I had 2 full-time employees and 2 part-time employees at the time. My full-time employees were both amazing, but they had different strengths and personalities. Team Member #1 was more outgoing than the other and took a lot of initiative. Their personality was hard to miss if you came into the office. Team Member #2 was
When it came time for their reviews I had plenty of positive things to say about Team Member #1. However, when Team Member #2 came into my office I was at a loss for words. Not because they were a poor performer or bad employee, but because nothing stood out to me at the time.
The next day I
It would be easy to blame it on personalities, but that is wrong. This was my problem, not theirs
This was over 15 years ago and since then I have not only had more practice and experience in annual
How can we make sure the same thing doesn’t happen on your team? Use these 5 steps to show your team you value them.
- Schedule annual reviews with your team members in January. These are separate from regular feedback and performance reviews.
- Reviews should be an open dialogue between both you and the team member and not a one-sided conversation.
- Discuss and highlight their achievements over the past year and how their contributions impacted the team and business.
- Discuss areas for improvement, why they are needed, and create a plan together for how to make it happen.
- Discuss goals for their role and share how they impact the team and business. Then create a plan together for how to achieve them.