In the past couple of videos, we talked about huddles and quarterly reviews as being substantive parts of your culture processes to keep your culture constantly on an upward climb, regardless of circumstances.
I want to talk about something different now.
And this is the advanced stuff.
This is for those that truly want to get to the top 5%. This is for those who have done the other work to have that foundation intact. Do not do this yourself until you’re ready. This is called quarterly reviews. And there’s a lot of ways you can muck this up. But when done correctly, it is a game changer. It can turn so many of your team members from being average performers, to being Top Five Percenters. Because they will understand how they tie to profit, and culture, and they’re being recognized for it. Everything is clear, because they understand they’re leading indicators, lagging indicators, the behaviors, and the values that you stand for in the organization. And they are self-assessing every quarter and getting feedback from their supervisor about how they’re doing.
It’s a clear shot. And what happens with team members is most of them will substantially improve their performance, and better align with the culture of the organization. And if they’re just plain not a fit, they will substantially move ahead to their last day and go find the right team that allows for the gossip, whining, complaining, and underperformance because those places exist. But they can’t belong in your place, because we know from the statistics that your employees are looking at you kind of sideways going, why are you dealing with those people, they’re causing trouble, they’re not performing, why are they still here?
It sucks the soul from your good people to watch that you’re allowing some of these behaviors to happen. And the quarterly review process is magical when done correctly. And I am putting an emphasis on those words, because it’s dynamite and can be used for very good purposes. And it can blow everything up if you’re not blending it with the learning and stage appropriate accountability.