Equip your leaders to unlock potential, increase fulfillment and improve performance.
The following is a six-step model that, if followed by a team leader and team member, will result in better communication, alignment and engagement.
Individual engagement starts with knowing what they are, and are not, responsibile for. Everyone should have a plan they ‘own.'
This what Steven Covey called the putting in the ‘big rocks’ first. (the bucket representing limited time, and the big rocks being what’s important and the pebbles being distractions that come at you every day)
Important work requires usually requires people to cooperate. The Team Check-in process helps:
Set your managers up to build strong, growth-oriented relationships with every worker. Learn from the past quarter and prepare for the next.
High quality performance reviews start collecting the right information. Stakeholder Check-in's help workers see their real contributions and envision their own potential.
Even with the advent of quarterly check-ins, an annual check-in provides an opportunity to engage employees at a more ‘strategic level’. Weekly meetings and quarterly check-ins tend to be focused on short-term issues. An annual meeting provides an opportunity to step back from the detail and help workers think about their future.