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For Love of Team™ is THE podcast where Leaders Simplify Teamwork, helping you: SURROUND yourself with others doing work they LOVE. Business mentor and strategist, Winston Faircloth believes that it is your love of TEAM, and not just your love of products and customers that sets you apart in the marketplace.
Welcome to season three of the For Love of Team podcast. This season, we are taking you behind the curtain as Winston Faircloth writes his new book, Team Love, 28 Ways to Demonstrate Caring at Work. Each week, we will share excerpts from a new chapter, including key concepts and takeaways to help you support your team as a visionary leader. In this episode, host Winston Faircloth introduces chapter five, stay in our strengths. Now here is your host, Winston Faircloth.
Winston Faircloth:Chapter five, stay in our strengths. If you're an employee, there is one email that you dread more than any other. From human resources, subject, self review due by next Friday. Whether this happens once a year or perhaps semiannually, it's never welcomed. The online form link takes you to an application where you must complete multiple survey items, often without the benefit of discussing these with your manager on a regular basis.
Winston Faircloth:Item one, general performance with rating. Describe the overall core objectives from the team member's job description and other workers assigned that have been performed well, and any opportunities for continued focus. Rate and comment on the team member's overall performance for the year. Item two, upholding our values with rating. Describe our organizational values, and one that was demonstrated particularly well during the review period, related opportunities for continued focus, and rate and comment on the team members' overall demonstrated alignment with our organizational values.
Winston Faircloth:Item three, your performance goals with rating. Describe each individual core objective from the team member's job description or annual work plan and other work as assigned that have been performed well and any opportunities for continued focus. Rate and comment on each objective and the team member's overall performance for the year. Item four, training and development objectives with rating. Describe organizational sponsored training and development activities assigned that have been performed well and any opportunities for continued focus.
Winston Faircloth:Rate and comment on each training and development objective and the team member's overall performance for the year. Whew. That's a lot. And it's due by next Friday. That's my that was not in the memo.
Winston Faircloth:That was my comment. So team member feedback processes like this can feel more like a compliance chore. Often, it's a check the box moment to help justify salary decisions. Ends up documenting areas for improvement versus contributions made. It often defines the gaps from our goals versus the progress delivered.
Winston Faircloth:And for whose benefit really is a series of survey forms like this. Now, are legitimate business reasons for having a business like or clinical approach to performance reviews. However, most often, these do not support the team member's growth and development. Reducing a year's activity to paper for compliance purposes can feel like leaving the human out of human resources. There has to be a better way.
Winston Faircloth:Staying with our strengths, we support continuous growth and innovation. So for further action, perhaps the best way to show team love is flipping the script. Instead of looking critically through the lens of annual self reviews, we can reimagine our leadership practices and tendencies. Noticing and appreciating team member contributions is a daily opportunity. Celebrating progress we've made versus looking at how far we still have to go.
Winston Faircloth:Looking for ways to protect team member time for deep work and productivity. Making assignments based upon unique contributions and not just by role responsibility. Being clear with a compelling why and what success looks like before delegating. How can you, as the visionary leader, reimagine your team feedback and growth processes? Annual reviews might end up being a necessary evil, but it doesn't have to be the only way that we deliver consistent, loving feedback to valuable team members.
Judith:Thanks, Winston. We invite you to share your feedback and biggest takeaways on our website at forloveofteam.com/blog and look for today's chapter episode. Thanks for listening. Remember that by loving our people who love our customers, your visionary leadership comes to life. We hope to see you next time on the for love of team podcast.