In a recent article written by Kevin Kruse, he claimed that June is the best month to maximize team performance. Why? The answer lies in sales team reviews.
The current norm in most language service providers is to rely on quarterly or year-end reviews to evaluate their team’s performance. Why the wait? Kruse argues that this system of putting off sales team evaluation could greatly be improved upon by making these reviews more frequent.
Keep your finger on the pulse. Managers that measure weekly, if not daily, activity always know where their team is in relation to hitting goals and thus can be more effective in identifying their team members’ strengths and weaknesses. Managers, try focusing not only on performance and sales goals but also on the development of your team members. Research shows that personal development and career growth are extremely important for long-term success.
Grow your employees to grow yourself. It may seem that a change in job title, coupled with a raise or a step up the ladder is a great way to motivate an employee. However, research shows that they are much more driven by tackling challenges and witnessing their own progress. As a manager, you can foster this growth by coaching them; teaching them new things and helping them sharpen their skill. In return, you get a nice set of proficient and experienced employees, adapted perfectly to your specific needs.
Kruse’s answer to both maximizing performance and nurturing this motivation through growth is a “mid-year one-on-one career path meeting.”
Halfway through the year is an ideal time for a one-on-one meeting with each member of your sales team. Late June just so happens to also be at the end of a quarter as well. Take this time as an opportunity to connect with your employees and go over your business goals and performance. In addition, it is also at this time that you should talk about their larger career-oriented concerns. Talk about matters such as the following:
- Can your employee accomplish his or her personal or professional goals within your business?
- What skills do and don’t you have in order to accomplish these goals?
Ongoing coaching. Ultimately, it is the employee’s job to assure that they attain their goals. Your job as a manager is to supervise this, and offer help where needed. There are many ways you can assist your employees on their career path. These may include referring them to a mentor within or outside of the company, or proving them with resources, such as books or videos, from which they can learn. Consider placing an employee in situations such as meetings or networking events (even though he or she may not be helpful) that will teach new skills, or introduce the employee to new connections.
Continuous check-ins are ideal, though not always practical. For this reason, let June be the place to start career-coaching. Be as formal or informal as needed, you’ll still get positive results. Don’t wait until the end of the year for this, send out those calendar invites pronto!