top of page

๐Œ๐ข๐-๐˜๐ž๐š๐ซ ๐๐ฎ๐ฌ๐ข๐ง๐ž๐ฌ๐ฌ ๐‘๐ž๐ฏ๐ข๐ž๐ฐ: ๐€๐ฌ๐ฌ๐ž๐ฌ๐ฌ๐ข๐ง๐  ๐๐ž๐ซ๐Ÿ๐จ๐ซ๐ฆ๐š๐ง๐œ๐ž ๐š๐ง๐ ๐๐ฅ๐š๐ง๐ง๐ข๐ง๐  ๐€๐ก๐ž๐š๐



According to organizational psychologist Adam Grant, a key aspect of effective organizational management is the ability to foster a culture of continuous improvement and open communication. This means actively seeking feedback from employees at all levels, encouraging a growth mindset, and creating an environment where people feel valued and motivated. During the mid-year review, consider incorporating these principles by soliciting input from your team on whatโ€™s working and what isnโ€™t, and using this feedback to inform your strategy moving forward.


The mid-year review should not come as a surprise to employees. They should already have a sense of whether they are on track well before this formal assessment. While the mid-year review serves as an official record-keeping mechanism, the core principle of continuous feedback is that neither employees nor employers should be surprised by the outcomes. In an organization with a well-established culture of continuous feedback, both parties are already aware of potential outcomes from the review. This ongoing feedback mechanism ensures that everyone is kept informed and aligned throughout the year.


๐‚๐ฅ๐ž๐š๐ซ ๐Ž๐›๐ฃ๐ž๐œ๐ญ๐ข๐ฏ๐ž ๐’๐ž๐ญ๐ญ๐ข๐ง๐  ๐‹๐ž๐š๐๐ฌ ๐ญ๐จ ๐ˆ๐ฆ๐ฉ๐š๐œ๐ญ๐Ÿ๐ฎ๐ฅ ๐ˆ๐ฆ๐ฉ๐ซ๐จ๐ฏ๐ž๐ฆ๐ž๐ง๐ญ

Next, set specific, measurable, achievable, realistic, and time-bound objectives for the remainder of the year, ensuring they align with the companyโ€™s long-term vision. Develop a detailed action plan that includes clear responsibilities, resource allocation, and a system for monitoring progress. Adam Grant emphasizes the importance of clear role definition and accountability in achieving organizational goals.


๐”๐ฌ๐ข๐ง๐  ๐‚๐จ๐ฆ๐ฆ๐ฎ๐ง๐ข๐œ๐š๐ญ๐ข๐จ๐ง ๐š๐ฌ ๐š ๐“๐จ๐จ๐ฅ ๐ญ๐จ ๐ˆ๐ฆ๐ฉ๐ซ๐จ๐ฏ๐ž ๐€๐ ๐ข๐ฅ๐ข๐ญ๐ฒย 

Communicate findings and new objectives to all stakeholders to foster transparency and alignment. In line with Grant's insights, transparency is crucial for building trust and fostering a collaborative environment. When everyone is on the same page, it creates a unified direction and motivates the team to work towards common goals.ย ย 


One effective way to achieve this is through creating a communication plan to highlight business objectives to all levels of the organization.ย It is most impactful when the employees are able to clearly see themselves and how they are directly contributing to the overall success of the organization.ย Furthermore, managers should develop key milestones for which employees can measure their own progress against.ย This reduces misperceptions about performance over time and improves agility to address issues where they occur.



Comentรกrios


bottom of page