{"id":291,"date":"2011-07-05T07:00:52","date_gmt":"2011-07-05T12:00:52","guid":{"rendered":"http:\/\/etereman.com\/remanu\/?p=291"},"modified":"2011-07-05T07:00:52","modified_gmt":"2011-07-05T12:00:52","slug":"what-have-you-done-this-year","status":"publish","type":"post","link":"https:\/\/etereman.com\/remanu\/2011\/07\/05\/what-have-you-done-this-year\/","title":{"rendered":"What Have You Done This Year?"},"content":{"rendered":"<p><img decoding=\"async\" loading=\"lazy\" class=\"size-medium wp-image-292 alignleft\" style=\"margin-left: 15px;margin-right: 15px\" title=\"July 2011 - Time for Mid-Year Reviews\" src=\"http:\/\/etereman.com\/remanu\/wp-content\/uploads\/2011\/07\/july_2011_calendar-300x225.jpg\" alt=\"July 2011 - Time for Mid-Year Reviews\" width=\"300\" height=\"225\" \/>Can  you believe it&#8217;s already July? I sure can&#8217;t! Just yesterday it felt  like January. OK, I live in Wisconsin. It really WAS winter yesterday.<br \/>\nJuly  means it&#8217;s mid-year time, and that means it&#8217;s time to look at what  you&#8217;ve accomplished for the year. If your shop runs on a calendar year,  it&#8217;s time for you to review what you&#8217;ve already done (and what you need  to do in the next six months) so you can make the necessary adjustments  to an even more successful second half of the year.<br \/>\nIf you&#8217;re a manager, you also have to review what your team has done for  the year. Here are a few things to look at that will help make this as  effective, and efficient, as possible.<br \/>\n<strong>Meeting Preparation:<\/strong> I recommend scheduling 45 minutes or more a person for the actual  conversation, with at least that long for preparation, though you may  not need it all. I also recommend doing this off-site or in a sound  proof room so others don&#8217;t hear your conversation. Lastly, I recommend  NOT rescheduling these, no matter how busy you are, as rescheduling  sends the message to your team that they are not as important as  anything else.<br \/>\n<strong>Let&#8217;s get started on what goes into a simple mid-year review discussion:<\/strong><br \/>\nYou can do this in any word processing program, or on a blank sheet of  paper. It&#8217;s up to you. Make sure however you do it you also make a copy  to give to your employee.<br \/>\n<strong>First things first<\/strong> &#8211; Start by putting the employee&#8217;s name at  the top of the form, and the date of the discussion, as well as the  location. You may need this later if you have any disciplinary action to  take or as part of a promotion later on.<br \/>\n<strong>Attendance Review<\/strong> &#8211; Did they show up to work on time, and in uniform. If they didn&#8217;t, did  you talk to them about it at the time? Now is NOT the time to unload on  your people for something you noticed in February but forgot to bring  up until now. Chances are, they don&#8217;t remember what they did last week,  much less several months ago. Make a point for you to talk about things  as they happen for the second half of the year. Include any discussions  you&#8217;ve had more than twice as a pattern. Life happens to everyone, just  with differing frequency.<br \/>\n<strong>Goals Review<\/strong> &#8211; If you set any  goals for your team or individuals (or for yourself), review these  goals. Show them what could be, and show them how they can play a part  in getting there. Be objective, share numbers as much as possible, and  thank them for the progress they helped your shop make. If you exceeded  goals, share that, and thank them for their work. Everyone plays a part  in goals, and connecting their goals to the company goals, even if it&#8217;s  just coming to work on time every day with a smile on their face, can  make a big difference in your shop&#8217;s long term success.<br \/>\n<strong>Opportunities for Improvement Review<\/strong> &#8211; Hopefully you can leave  this part blank, but I&#8217;d bet everyone on your team has at least one  thing they can improve upon. Add it here, but don&#8217;t pile on unless you  want to fire and\/or demoralize the employee you&#8217;ve giving this to. Just  like in the attendance area, only insert things you&#8217;ve actually talked  to the employee<br \/>\n<strong>Highlights Review<\/strong> &#8211; Admit it: Every one  who&#8217;s still working for you did something right in the last 6 months. No  matter how much crap they might have pulled, or how much they  frustrated you, they did something right. Close your mid-year  conversation with this, and let them know you&#8217;re looking forward to more  positive stuff from them in the next 6 months. You know they have what  it takes to do the job right or you&#8217;d have never hired them in the first  place. Focus on them achieving what you first saw in them, and tell  them how they can get there.<br \/>\n<strong>Next Steps <\/strong>&#8211; What do you see is next for this person? Do  you see more of the same job, only at a higher quality with more output?  Or do you see a possible promotion, if they meet a few other criteria.  Whatever you see, share it with the person in a positive way, looking  forward to what you see. If their performance totally sucked for the  first half of the year, and you&#8217;ve done a good job of documenting it  (paperwork equals less lawsuits, trust me!), let them know where they  stand.<br \/>\n<strong>Overall Sentiment Review<\/strong> &#8211; Look at the above sections. Was it  mostly positive? Mostly negative? Give an overall sentiment here at the  bottom, along with things to continue to do (to keep on the right path)  or things to stop doing (to get back on the right path). Include  examples, and any training you suggest might be helpful in doing things  as you want them to. It could be something as simple as partnering up  with someone to learn to do something a new way, or something as complex  as going and getting a new certification. Include only what you think  is realistic for the next 6 months, not for the rest of their career.<br \/>\n<strong>Leave space on the sheet for questions<\/strong> &#8211; Hopefully you get a chance to step through this with your employee  face to face. At that meeting, leave time to give your employee a chance  to ask questions, to clarify what is unclear, and to provide insight  into anything they feel is important.<br \/>\n<strong>Last but not least, include names, a signature line and a date<\/strong> &#8211; This helps you out later when you need to review this or to remember when you had the conversation.<br \/>\nIf  your shop doesn&#8217;t require formal reviews, I&#8217;d encourage you to start  them with your team this year. Focus on these areas, and you&#8217;ll have a  much happier team, which will lead to happier customers, which will lead  to increased profitability, which means more good stuff in everyone&#8217;s  wallet!<br \/>\nIf you don&#8217;t have a manager that&#8217;s doing this for you, do  it for yourself. Go through each of these areas, and be honest with  yourself. Push yourself to do better the next six months, and if you&#8217;re  comfortable, share it with your manager when you have the chance. He&#8217;ll  be surprised that you took the initiative, and may steal the idea for  the rest of your team, or better yet, have you talk to everyone about  doing this for themselves, making everyone more productive and moving in  the same direction.<br \/>\n<strong>If you do this every 6 months, you&#8217;ll have a happier, more focused, and hopefully more productive team and shop!<\/strong><br \/>\n<em>To make it easier for you, I&#8217;ve made this into a downloadable form, just for you. Click to download the <a href=\"http:\/\/etereman.com\/remanu\/wp-content\/uploads\/2011\/07\/Mid-Year-Review-Form.doc\">Mid-Year Review Form<\/a>.<\/em><strong><br \/>\n<\/strong><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Can you believe it&#8217;s already July? I sure can&#8217;t! Just yesterday it felt like January. OK, I live in Wisconsin. It really WAS winter yesterday. July means it&#8217;s mid-year time, and that means it&#8217;s time to look at what you&#8217;ve accomplished for the year. If your shop runs on a calendar year, it&#8217;s time for [&hellip;]<\/p>\n","protected":false},"author":9,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_mi_skip_tracking":false},"categories":[5],"tags":[],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v20.1 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>What Have You Done This Year? - REMANU<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/etereman.com\/remanu\/2011\/07\/05\/what-have-you-done-this-year\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"What Have You Done This Year? - REMANU\" \/>\n<meta property=\"og:description\" content=\"Can you believe it&#8217;s already July? I sure can&#8217;t! 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