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Three goals for November

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in Leaders & Managers,Management Training

Look back three months—and follow through.

Review your day planner from midsummer. What were you working on? Assess your progress to date on a few key initiatives and make November the month that you follow through to reach closure on those matters.

This exercise keeps you honest. New challenges tend to displace old ones. It’s tempting to abandon what you started to tackle a fresh project.. But old problems remain important and affect your success going forward.

Hold an “Enforce the Standards” meeting with your team.

Standards don’t do much good if they’re ignored. Your employees need to meet minimal performance expectations—and know that you treat these expectations seriously.

Review your written performance standards point by point with your staff. Welcome questions, clarify ambiguities and update the group on changes. Specify what’s to gain by meeting the standards and the consequences of failure.

Share your expertise with other managers.

If you’re like many managers, you don’t get many opportunities to discuss problems with your peers. The solution: Gather a few colleagues and host an informal meeting to bounce around ideas that address people management issues each of you is facing.

By sharing your experience and expertise with one another, you gain a network of supporters. Your peer group can consist of managers inside or outside your organization.

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