Being a manager is a lot like being a coach in any sport: the real challenge is figuring out how to get the best out of our team while earning their respect.
So where do we begin? What steps should we take? How do we approach these conversations? What do our team members really need from us?
If you’re anything like me and prefer having a plan before jumping in, stepping into this role without one can feel a bit overwhelming.
Communication is definitely key, and it’s helpful to become comfortable with specific types of conversations that boost our team’s performance and growth.
Regular check-ins are a great habit
Setting up weekly or biweekly meetings helps our team sort out short-term tasks while realigning priorities. It might feel like a chore, but these meetings play a crucial role in keeping everyone on track.
The goal is to hold the team accountable and provide the support they need to succeed. These conversations offer valuable insight into progress and act as a reference point for both sides. Plus, they give our team a chance to ask for guidance on challenges and make sure their efforts focus on what really matters.
Keep development conversations scheduled
Having a monthly or quarterly chat with direct reports about their growth goals and how we can support them is super helpful. This conversation shows we care, helps us connect on a deeper level, and lets us figure out how to best support their development journey.
Performance really counts
Quarterly performance reviews are important to assess how employees are doing compared to their goals. These meetings help us understand their progress toward long-term objectives and give clear feedback on their performance over the last few months.
