- Clarify organizational goals
Being upfront about what your company is aiming to do is something you not only make part of your brand, but you’re also very upfront about it in the interviewing process, at the onboarding, and on a day-to-day basis. If everyone isn’t repeating these same goals in their heads like an annoying insurance jingle, your organization will feel like George Clooney’s ship in The Perfect Storm.
Just like it says: tell everyone exactly what they are supposed to do, whom they report to, assign everyone a mentor, and make it clear that these aren’t rigid—everyone pitches in where needed to achieve those organization goals.
- Cross-departmental communication
See above about organizational goals. Keep communication open with check-ins, messaging apps, PM software, team building, etc. Employees help each other out with servant mindsets, humbly offering talent and time to achieve those goals.
- Develop ongoing coaching, discussion, and feedback
Not once a year or even every three months, but weekly and turn it around. Weekly check-ins are an informal chance for employees to give feedback to their managers and talk openly about things they struggle with. These times are for finding solutions and getting encouragement.
- Conduct scheduled performance reviews & discussions
These are also employee-lead, where employees set their own goals for the next few months. The weekly check-ins act like benchmarks along the way towards those preset goals. A review isn’t so much a performance review (machines) as it is a progress review; thoughtfully determining whether or not employees have achieved their goals and why or why not. It’s an opportunity for employees to learn and grow, rather than a grading or rating system.
- Provide a feedback and reward system as well as promotion opportunities for exceptional performance
Celebrate successes company-wide, not just in the weekly check-in, but with peer-to-peer recognition. Make sure that everyone has a healthy work-life balance and promote from within, encouraging employees to try things outside their comfort zones.