Shivani Berry, founder and CEO of Ascend, a fintech company, said, “I see a common mistake many managers make is that they mistakenly believe that team email list members have a clear understanding of personal goals and responsibilities. Clarifications and confirmations are rarely given. This question helps identify areas of disparity early on and resets clear goals to ensure that all individuals achieve their goals while achieving personal growth and progress.”
Mindy Zhang, an executive coach for companies including career coaching platform The Grand, conducts quarterly team reviews to help prepare team members for success.
"In a fast-growing company, managers can get into a 'whack-a-mole'-like dilemma when helping team members solve problems - the team members ask the problem first, and the manager will find ways to solve the problem. This approach It may be satisfying for both parties in the moment, but it is not an effective way to help team members grow and improve in the long run.” she says.
The downside of this one-off solution is that you're not helping your team members discover and find the root cause, thereby depriving them of a valuable opportunity for high-quality growth.
In this regard, Mindy Zhang suggests that it is best to get more information by asking these questions and write your own answers:
In the next quarter, what kind of job performance would be considered a success for an employee? Specifically, think in terms of Objectives and Key Results (OKRs) and career development goals (such as further improving a skill).
To what extent are they equipped to succeed? You can use the three colors red, yellow, and green to express the degree.
Among them, red represents a major risk, such as the risk of turnover, burnout, performance risk, or a serious lack of resources to do your job well. Yellow represents moderate risk. For example, they may be working on a project for the first time but lack the relevant skills. Green means that they have what it takes to succeed and are very likely to succeed.