Being a manager closely resembles being a coach in sports: the challenge is figuring out how to maximize your team’s potential while earning their respect.
Where do you start? What actions should you take? How should you run the meetings? What are your team members looking for? Could they feel like you’re unsure of what you’re doing?
Effective Communication is Essential
If you, like me, prefer to maintain control, stepping into a new role without a plan or to-do list can feel daunting. As we know, communication is key, so it’s wise to initiate three focused conversations that can enhance your team’s performance and growth.
Schedule Regular Check-Ins
A “check-in” is a weekly or biweekly meeting designed to help your team review the week’s activities and realign priorities. The aim is to hold them accountable while also providing the support they need to excel. These meetings can happen anywhere—over the phone or in person—and typically last 10-15 minutes. Such conversations offer insights into your team’s progress and serve as a touchpoint for them. They also give team members the opportunity to seek guidance on specific challenges while ensuring their energy is directed towards the most urgent business needs. While there’s a general framework to guide you, feel free to adapt it to fit your specific context.
Before the meeting, take a few moments to revisit the action items from the previous discussion and jot down pertinent notes for the upcoming meeting. Share updates, discuss relevant work items to help your team address challenges from the past week, and conclude with next steps for both of you.
Differentiate Between Daily Tasks and Development
In addition to regular check-ins, consider holding monthly or quarterly conversations with your team members about their growth aspirations and how you can assist them. These sessions should focus on connecting with your employees, showing that you genuinely care about their professional journeys, and learning how to support their development. Aim for these discussions to be outside the usual meeting environment—perhaps over lunch, a stroll, or coffee. Spending this time together not only signifies your commitment to their futures but also creates opportunities to coach their growth.
Set Aside Time for Performance Reviews
Performance reviews should occur quarterly or biannually, serving as an assessment of an employee’s performance relative to their goals. These meetings offer a chance to evaluate how employees are progressing toward their long-term aspirations as well as their quarterly objectives. It’s a moment to reflect on growth and establish future goals. Encourage each employee to come prepared to share their accomplishments. Performance reviews provide a broader perspective, reviewing weekly tasks and giving constructive feedback on their growth and objectives. Here are some sample questions to steer the conversation: What significant achievements did you have last period? What didn’t go as planned, and why? What lessons did you learn? Which growth areas would you like to focus on in the next quarter? How can I better support you?
