Lead Like a Leader

According to a Wall Street Journal article by Ben Eisen on February 12, 2023, “Bosses are delivering tougher criticism as companies squeeze more productivity from workers.” Stressful? Definitely. I will share with you an approach I used that reduced stress for these discussions but also aligns with your boss and takes the guesswork out of the annual review. At times I even aligned with my boss weekly! But first, let’s address the burning question: How can you develop the best relationship with your boss and your team? A surefire way is to help everyone achieve and exceed their goals. I found that the most successful people I know developed close relationships!

To set the stage for success and performance improvement, it’s crucial to see the business through your boss’s and team’s eyes. Understand their priorities, challenges, and expectations. If your boss is all about boosting customer satisfaction, your goals should be in sync. Maybe brush up on your customer service skills or come up with new strategies based on customer feedback. You could even consider ways to enhance the overall customer experience—after all, happy customers, happy boss, right?

Developing and aligning goals and objectives with your boss and team is key. Make it a collaborative effort, agreeing on specific, measurable goals that align with the company’s objectives. If the company’s targeting revenue growth, think about acquiring new clients, upselling to existing ones, or finding ways to boost efficiency and cut costs.

Keeping a daily diary and to-do list is a great way to track your progress. The secret formula for many of the most successful people is a simple daily to-do list. Jot down completed tasks, challenges faced, and how you tackled them. This diary is your secret weapon during the performance review, showcasing your achievements and the impact of your work. Plus, a to-do list keeps you focused. Prioritize tasks that contribute directly to your goals, like finishing a project milestone or meeting with a potential client.

Wrap up each day by reviewing your to-do list. Note any incomplete tasks or areas for improvement. Weekly, summarize your results and ask your boss for feedback. A quick email highlighting your achievements and seeking input shows your proactive approach and desire for continuous improvement.

Form a cross-functional team of internal advisors to get input. How are you and your department connecting with them? How would they rate your results? Get an external seasoned advisor who can provide an unbiased assessment. These views will spark your thinking and approach.

To snag that “Exceeds” rating, set ambitious goals and consistently exceed expectations. Delight customers, offer personalized solutions, and resolve issues promptly. Perhaps sponsor creativity and innovation sessions with your team. I am sure people can put together a laundry list of improvement opportunities; how might the team tackle them? Consider ways to boost group performance, like mentoring colleagues or leading projects to improve department efficiency.

Preparing for performance reviews doesn’t have to be daunting. Align with your boss, set clear goals, track your progress, and aim for the stars. Who knows, with the right approach, you might just land that “Exceeds” rating and have some fun along the way!