Year End Close Out
We are by nature cyclical creatures. Even though we recognize time as being linear, we still have managed to break it down into cycles that have beginnings and endings. The biggest one of these is New Years. It is amazing how a simple calendar date somehow has the power to erase the past, bring closure to hard times, and spark a new beginning or a second chance.
Part of what makes New Years so powerful is the sense of closure, like a chapter completed in a novel. Some stories are simple and yet others need a little help to interpret before we know just how we feel. This is what leaders do. A good manager helps each of their direct reports put the last 12 months into perspective.
Almost everyone has some sort of internal evaluation process, which we use to judge our performance and ourselves. The challenge when we play judge, jury, and defendant is we often end up with an unfair trial.
Before your staff takes off on holidays, it is a great idea to sit down with them for a brief one-on-one. Here are five things you can cover in 15 minutes that may make a big difference in how your staff feel as they head off to holidays.
1. Ask them how they feel about their year.
This is a simple general question regarding their performance and overall perception of the last 12 months. Many people will respond with a mixture of what they feel they did well and where they feel they need to do better.
2. Let them know how you feel about their year.
Now it is your turn. Give them your honest appraisal of what you saw. If your employee mentioned a few areas where they did not perform up to par, there is no sense belaboring the point. Simply acknowledge that you agree with their assessment. The reason for these two questions is for you to get a chance to correct any misconceptions they may have about themselves or their performance. You may find out that one of your employees feels they have been doing a terrible job. If this is not true, you want to help them see reality. Maybe they did not perform at their best, but were they terrible? Help people see reality.
3. Ask them what they want to see happen next year.
This simple general question begins to get them to focus forward.
4. Let them know what you want to see happen next year.
This is your turn again to give them some vision regarding their role or their development for next year. Even if they feel they have not been doing well, this is a good chance to reaffirm your belief in their abilities.
5. Let them know you appreciate their efforts.
Wrap it all up with a brief acknowledgment of their efforts and your appreciation for what they bring to the organization.
The whole conversation will take you less than 15 minutes and acts as a safeguard more than anything. This will ensure that none of your staff is going home for the holidays feeling something they should not be, and will help them leave work on a good note.
