It feels like we are hurtling towards the end of the year, and your mind is probably turning to Christmas shopping, end-of-year events and maybe even what your New Year’s Resolution or word for the year will be.
But before things get too busy, it’s a great time to set aside some time to catch up on how things have gone at work, and what might need some discussion.
It’s not a formal end-of-year review or performance review for your team, more a catch-up on how people are feeling.
A few thoughtful questions can reveal what’s working well, where people need more support and what they’d like to focus on next year.
Look at what actually happened
Start by reviewing what’s happened so far.
You might ask:
What have you most enjoyed about your work this year?
What achievement are you particularly pleased with?
What have you learned?
What has been challenging?
A simple review can highlight the positive – including quiet achievements that might have gone unnoticed during a busy year – and anything that might have been hard.
Find out what’s working (and what isn’t)
A review is also a chance to find out what people think about their working environment and the organisational culture.
Ask for positives, but ask what could be done differently, too.
Some of the feedback might be uncomfortable, but creating an atmosphere where employees are comfortable speaking up is important.
As well as asking what could be improved, ask how it could be done. Employees often have practical suggestions based on their day-to-day experience, and some improvements may be relatively straightforward. Make sure you follow through on those suggestions too, so employees feel like they are really listened to.
Look ahead
As well as reflecting, look forward. Talk to your team about things like challenges on the horizon or what development opportunities they might like.
Some questions to consider:
What are you hoping to achieve at work over the next year?
Is there anything you’d like to learn?
Are there projects or responsibilities you’d like to take on?
What would help you do your job better?
Is there anything you’d like to change about the way you work?
Employees can start the conversation too
If your managers or team leaders aren’t suggesting an end-of-year catch-up, then why not suggest it yourself?
Ask for a one-on-one with your team leader or manager, or suggest a team discussion with them.
You could also do an informal catch-up within the team without your manager. This gives you the chance to share highlights and discuss any issues, and formulate a plan before you approach management.
One final tip - keep any end-of-year reviews separate from any end-of-year parties or celebrations. Make sure those are simply about having fun!