Goals 2014: 5 Ways To Make The Most Of Your #MidYearReview

What Makes Your Mid-Year Review A Positive Experience?

What Makes Your Mid-Year Review A Positive Experience?

If your staff report year began in April your mid ear review is due about now. You and your Supervisor / Team Leader / Manager will be preparing for a conversation which will cover: your performance against your goals; the competencies you are using and those you can develop; plus support you can tap into from coaches, mentors or formal training providers.

If you are a UK civil servant this process might raise wider issues, some of which are discussed in a feature on morale this week in the Guardian newspaper   The article is worth a read if you have an interest in staff engagement, or the delivery of public services.

5 Ways To Get The Best Out Of Your Mid-Year Review

Whether you are working in the private, or public sector your review is your chance to share the evidence of your good work so far this year with your Supervisor.

If you are a Supervisor chairing the session it is your chance to have an empathic conversation, which uses evidence to highlight the good work your junior colleague has produced. You can propose any development areas that need attention and leave the session on a positive note overall.

The Review is also the spring board to the second part of the year. You can create momentum from this session. Enough momentum to carry you toward whatever achievements you want under your belt by next Spring.

Here are your 5 pointers to make the most of your mid-year review

  • Bring your evidence (customer feedback; stats showing what you have accomplished; learning log highlights).
  • Listen intently to what is being said, so you can note down positive and interesting feedback.
  • Check you understand any adverse feedback and ask for evidence where necessary.
  • Clarify next steps and timings at, or shortly after, the review (especially if you have to follow a timetable to record your difference of opinion over something which has been said).
  • Create a development goal, in line with your values, which you can work on this month. Make sure it also moves you forward towards a personal goal. This will give you an immediate lift, should you need one and give you confidence you can use at work too.

What are your favourite strategies to make sure you conduct effective reviews with your staff? What factors tell you that your Supervisor has made your review a positive experience? Share your thoughts in the Comment section below, or send me a tweet @RogerD_Said

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Goals 2014: What #Changes Will You Deal With Tomorrow?

What Does Change Mean To You?

What Does Change Mean To You?

What is your work goal tomorrow?  Is it to stay the same and hope that doing so produces adequate results (assuming your performance exceeds or meets organisational expectations)?  Or are you authentically open to change (especially if you know you must improve to meet those expectations)?

Whether you are a leader, follower, manager, or employee what would it feel like to move towards something different and better in the week ahead?

What Lessons Can You Take From The UK Civil Service?

Large organisations, like the UK Civil Service are undertaking change processes, so that its 420,000 plus employees can produce more results with less resources (click on the link to find out more about their leaderships vision; communication; change delivery; and staff engagement).  If yours is a smaller organisation, what lessons could you take from the civil service example?

How Immune To Change Are You?

Individuals, just like organisations have different responses to change.  Even the mention of change can cause some people to become resistant.  Their immunity to change (ITC) depends on the big assumptions they hold.  Will colleagues still like me if I change?  What will I feel like if I become a more authentic version of myself?

I’m really excited to have learned a lot about the world of change by completing recently a MOOC (massive open online course) on ITC, courtesy of Harvard University.  You can listen here to a 15 minute podcast with Robert Kegan who led the course with Lisa Lahey and sample some of the course materials if you register to do so.

Will You Rise To The Change Challenge?

When you set goals for yourself at the start of the year you will have known circumstances might crop up that pushed you off course.  As you undertake your mid -year review, what areas do you need to adjust to stay on track?

Perhaps your circumstances have changed so much since January that major adjustments are necessary: in January no one would have foreseen that retail challenges would affect managers at Morrisons for instance; or that in the banking sector, Barclay’s job losses would be followed by those at Natwest

So, whether you are in the UK, US, EU or the world beyond what will you do tomorrow to meet the small or large challenges flagged up by the word ‘change’?

What Else Will You Do To Embrace Change?

Feel free to have a conversation about this topic with your colleagues.  I’m always interested to know what you think.  You can find me on Twitter @RogerD_said

There are more ideas relating to your work and life goals in the Archive section here and on Facebook and Google+ too.  Or if you are a Linkedin user you can visit View Roger Dennison’s profile