It sounds crazy, doesn’t it? But there is a way.
Would you like to see:
- Your managers lead their teams more effectively?
- Your employees more engaged in their work?
- Everyone more focused on the priority issues related to their jobs?
These things aren’t as out of reach as they may appear. Sometimes, all you need is a bit of clarity.
And 10 minutes.
First, the clarity
Before you can reasonably expect each team member to stay focused on priority issues, you’ll need to make sure they understand what those priority issues are.
Define the critical results
For each team member, define the critical results you need them to deliver. We’re not talking about all of the results they CAN deliver, but those key results that, when delivered, address a majority of the contributions needed from that role.
Define the Driving Behaviors
For each of the critical results, define the driving behaviors behind it. Again, not ALL of the behaviors that contribute to the results, but the one or two actions that when performed consistently will ensure that results are delivered.
Establish Key Performance Indicator (KPI) Measurements
Make it easy for everyone to know when the behavior is being performed effectively and efficiently. For each driving behavior, identify how it can be objectively measured. This measurement becomes your KPI. Of course, not all behaviors are easy to put numbers to. Sometimes, you’ll just have to agree that certain behaviors will be discussed.
Nobody should be more vested or invested in the success of a position than the individual filling that role. Give each employee the responsibility to self-track and self-report their results to their direct supervisor. Aim for no more than four KPI/behaviors to be tracked and discussed (two critical results with two driving behaviors for each).
About those 10 minutes…
Anyone on your team with direct reports should commit to giving each direct report 10 minutes of their focused, one-on-one attention every week.
It doesn’t sound like much, but just 10 minutes can have a huge impact on performance and results. They key is what you do with that time.
A 10-minute agenda for leaders and direct reports:
- What was your biggest success of the week?
- What was your biggest challenge of the week?
- What were the results of your KPIs this week? (Depending on the nature of your KPIs, you may want to only include this question once a month)
- If you can only accomplish one thing over the next seven days, what does it need to be?
- Did you accomplish your one thing over the past seven days?
That may sound like a lot to get through in 10 minutes, but, if you direct each team member to come with the answers already identified, they can definitely address all of them in 10 minutes.
If your 10-minute check-ins regularly become half hour meetings, you’re not making the best use of your shared time. And someone will start making excuses as to why they can’t happen. Keep these weekly check-ins to 10 minutes and everyone will be willing to participate regularly.
Of course there will be issues that arise requiring more than a 10-minute conversation. This is good! But don’t try to cram the discussion into your allotted 10 minutes. Scheduling a separate meeting to get more in-depth with the topics will help address employee concerns, refine processes, and continue to move everyone in the right direction.
It’s amazing what happens when we consistently spend a little bit of time discussing priority issues. Communications improve, attitudes improve, and results improve.
Who knew a few targeted minutes could do so much? Start having weekly check-ins with your team and see what 10 minutes can do for you.
Need help with performance management, employee turnover, and HR strategy? Want to be a coveted employer of choice in the greater Maryland, Virginia and Washington, DC area? Get in touch with Raffa. We love this stuff! And it’s what we do for our clients every single day.
Photo by geralt