Guest Blog Post by Joseph Kennard

It is that magical time of year! Yes, annual employee reviews are due.  As a new leader take this opportunity to build a stronger team.  Many of us have been a part of that review where you are told “Your performance objectives are being met successfully. Please sign here.”  Do not waste a golden opportunity to connect with your team members in a meaningful way. Discuss the organization’s objectives and workplace expectations. I mean, really discuss them!  Then learn about the team member’s objectives. Finally, discuss your objectives as their leader and their collaborative partner.   Many employees feel as though their leaders lack interest in them beyond their ability to perform to some standard. A well-planned and thoughtfully executed performance review helps you send a message to your team members that they matter. In the process, you may find that many of their objectives coincide with the goals of your department and/or organization.  If team member objectives differ from the broader organization, the performance review is a nice time to get squared away for the coming year. Regardless of a team member’s perspective, you will gain insight into what drives your staff.  The better you understand your staff, the better you can lead them. Give performance reviews a new perspective, and take your leadership effectiveness to a higher level in the process.

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Note: This is the third installment of our New Leader Challenges series. Please share your thoughts with us. For additional information, review our previous blog posts entitled: Your New Role and Fear The Back Room Deals.

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