This is such a crucial period for you and your team, that I had to write to remind you to take this process very seriously.
I’ve written many posts about it over the years, describing how to prepare for it, how to conduct the meetings, and, my favorite one, because not much was written about it, how to make sure that you did it right:
“However, even if you carefully follow the instructions, the only way to make sure that you were successful, is to courageously ask the following 3 questions, at the end of each meeting:
- How do you feel?
- We’re aiming for: pumped-up, supported, enlightened, happy to see that my contribution didn’t go unnoticed, positive, excited about our new goals…
- Tell me, in a few words, what stands out for you?
- With this question, you want to verify that you successfully communicated the essential. That what’s important wasn’t lost in a mountain of empty words.
- What will you do differently following our conversation? What’s your action plan?
- If the employee doesn’t change anything, improves nothing, or doesn’t come out with new objectives, the investment wasn’t really profitable.
I also wrote: If you don’t stop dissatisfaction, incomprehension or negativity, BEFORE they leave your office, they will rapidly spread.“
This year, I have often read that, contrary to popular belief, it’s not success that will make you happy, but rather it’s the fact that you’re happy in what you do that will lead you to success.
So, I invite you to add this goal for each person on your team: To Be Happier At Work! Don’t try to guess how each person could accomplish this goal, give them the responsibility of coming up with at least one way to increase their happiness level. Hopefully you’ll be able to help them make their wish come true.
A Happier Team Next Year, is what I wish for every manager!
Do you already have ideas on how you could make this happen? Let me know in the Comment Section.