Red Currant Collective LLC’s Post

Are you an early- or mid-career individual contributor, curious about how to showcase your contributions and gain the recognition your work deserves? Read more 👉 https://lttr.ai/AYhPo #SelfLeadership #SelfManagement #CareerDevelopment #PersonalOperatingModel #IndividualContributors

People on lean teams wear a lot of hats. That’s why I like Role Charts. Role Chart - Who is responsible for what? Role Chart - People can appear more than once Role Chart - Job title and responsibilities Role Chart - As your company grows, you hire to offload hats from overwhelmed people. Do you have a Role Chart in your business? —------- Hi 👋 - I'm Raisy, thanks for being here! If you are looking to build alignment between  → your smart team → your business processes → and your tech tools Reach out. Want actionable steps with relatable examples straight to your inbox? Subscribe here: www.scalewithoutoverwhelm(dot)com/subscribe 🇮🇱 ❤ ליבי במזרח ואנכי בסוף מערב ❤ 🇮🇱 #standwithIsrael #bringthemhomenow

I think we all like to know how we're doing. ✅ It’s important to get feedback, whether our work matters, what we can improve, and so on. That’s why evaluation discussions are key to team development, but only when they're done in a constructive way. 👀 Here are a few tips that can help: 👉 be prepared - before having the conversation, think about what you want to achieve and what changes you want to suggest. It’s better to postpone the conversation than to go into it unprepared; 👉 empathy matters - listen to what the other person has to say. Everyone has their perspective, and understanding the employee’s point of view is crucial;  👉 focus on the future - instead of looking back, focus on how the employee can improve. Set goals together; 👉 avoid an aggressive tone - performance talks shouldn’t feel like punishment. Be clear but supportive; 👉 appreciate strengths - don’t forget to praise achievements and strengths. Positive words can motivate further action; 👉 support growth - give employees opportunities for learning and development. Help them with tougher tasks, and they’ll be more engaged. What’s your experience with evaluation discussions? What’s worked well for you? #HR #evaluation #feedback #development

I think we all like to know how we're doing. ✅ It’s important to get feedback, whether our work matters, what we can improve, and so on. That’s why evaluation discussions are key to team development, but only when they're done in a constructive way. 👀 Here are a few tips that can help: 👉 be prepared - before having the conversation, think about what you want to achieve and what changes you want to suggest. It’s better to postpone the conversation than to go into it unprepared; 👉 empathy matters - listen to what the other person has to say. Everyone has their perspective, and understanding the employee’s point of view is crucial;  👉 focus on the future - instead of looking back, focus on how the employee can improve. Set goals together; 👉 avoid an aggressive tone - performance talks shouldn’t feel like punishment. Be clear but supportive; 👉 appreciate strengths - don’t forget to praise achievements and strengths. Positive words can motivate further action; 👉 support growth - give employees opportunities for learning and development. Help them with tougher tasks, and they’ll be more engaged. What’s your experience with evaluation discussions? What’s worked well for you? #HR #evaluation #feedback #development

🌟 𝐓𝐡𝐞 𝐏𝐨𝐰𝐞𝐫 𝐨𝐟 𝐆𝐨𝐚𝐥 𝐒𝐞𝐭𝐭𝐢𝐧𝐠 𝐢𝐧 𝐏𝐞𝐫𝐟𝐨𝐫𝐦𝐚𝐧𝐜𝐞 𝐌𝐚𝐧𝐚𝐠𝐞𝐦𝐞𝐧𝐭;𝐓𝐡𝐞 𝐒𝐞𝐜𝐫𝐞𝐭 𝐭𝐨 𝐁𝐞𝐭𝐭𝐞𝐫 𝐏𝐞𝐫𝐟𝐨𝐫𝐦𝐚𝐧𝐜𝐞 𝐚𝐭 𝐖𝐨𝐫𝐤 🚀📈 In the dynamic world of Delivery and Operations, individuals often find themselves struggling to recall their achievements as the appraisal season approaches. On the flip side, some team members take their responsibilities for granted, impacting their performance management. If we dig deeper into this problem, we often find that what's missing is setting clear goals for the team. Setting goals gives everyone a clear direction and focus to perform better. To make it simple, goals should be SMART: 𝐒𝐩𝐞𝐜𝐢𝐟𝐢𝐜: Clearly state what needs to be done. 𝐌𝐞𝐚𝐬𝐮𝐫𝐚𝐛𝐥𝐞: Set ways to track progress. 𝐀𝐜𝐡𝐢𝐞𝐯𝐚𝐛𝐥𝐞: Make sure the goals are realistic. 𝐑𝐞𝐥𝐞𝐯𝐚𝐧𝐭: Connect goals to the bigger picture. 𝐓𝐢𝐦𝐞-𝐛𝐨𝐮𝐧𝐝: Have deadlines to create a sense of urgency. By setting SMART goals, individuals and teams can navigate performance challenges with confidence. Goals act as a roadmap, guiding us towards success while promoting accountability and a culture of excellence. Let's empower ourselves and our teams with the magic of goal setting, unlocking potential, improving performance, and reaching new heights of success. 🌟🎯 𝐆𝐨𝐚𝐥 𝐒𝐞𝐭𝐭𝐢𝐧𝐠 #𝐏𝐞𝐫𝐟𝐨𝐫𝐦𝐚𝐧𝐜𝐞𝐌𝐚𝐧𝐚𝐠𝐞𝐦𝐞𝐧𝐭 #𝐒𝐌𝐀𝐑𝐓𝐆𝐨𝐚𝐥𝐬 #𝐀𝐜𝐜𝐨𝐮𝐧𝐭𝐚𝐛𝐢𝐥𝐢𝐭𝐲

I think we all like to know how we're doing. ✅ It’s important to get feedback, whether our work matters, what we can improve, and so on. That’s why evaluation discussions are key to team development, but only when they're done in a constructive way. 👀 Here are a few tips that can help: 👉 be prepared - before having the conversation, think about what you want to achieve and what changes you want to suggest. It’s better to postpone the conversation than to go into it unprepared; 👉 empathy matters - listen to what the other person has to say. Everyone has their perspective, and understanding the employee’s point of view is crucial;  👉 focus on the future - instead of looking back, focus on how the employee can improve. Set goals together; 👉 avoid an aggressive tone - performance talks shouldn’t feel like punishment. Be clear but supportive; 👉 appreciate strengths - don’t forget to praise achievements and strengths. Positive words can motivate further action; 👉 support growth - give employees opportunities for learning and development. Help them with tougher tasks, and they’ll be more engaged. What’s your experience with evaluation discussions? What’s worked well for you? #HR #evaluation #feedback #development

I think we all like to know how we're doing. ✅ It’s important to get feedback, whether our work matters, what we can improve, and so on. That’s why evaluation discussions are key to team development, but only when they're done in a constructive way. 👀 Here are a few tips that can help: 👉 be prepared - before having the conversation, think about what you want to achieve and what changes you want to suggest. It’s better to postpone the conversation than to go into it unprepared; 👉 empathy matters - listen to what the other person has to say. Everyone has their perspective, and understanding the employee’s point of view is crucial;  👉 focus on the future - instead of looking back, focus on how the employee can improve. Set goals together; 👉 avoid an aggressive tone - performance talks shouldn’t feel like punishment. Be clear but supportive; 👉 appreciate strengths - don’t forget to praise achievements and strengths. Positive words can motivate further action; 👉 support growth - give employees opportunities for learning and development. Help them with tougher tasks, and they’ll be more engaged. What’s your experience with evaluation discussions? What’s worked well for you? #HR #evaluation #feedback #development

It’s important to get feedback, whether our work matters, what we can improve, and so on. That’s why evaluation discussions are key to team development, but only when they're done in a constructive way. Here are a few tips that can help: 👉 be prepared - before having the conversation, think about what you want to achieve and what changes you want to suggest. It’s better to postpone the conversation than to go into it unprepared; 👉 empathy matters - listen to what the other person has to say. Everyone has their perspective, and understanding the employee’s point of view is crucial;  👉 focus on the future - instead of looking back, focus on how the employee can improve. Set goals together; 👉 avoid an aggressive tone - performance talks shouldn’t feel like punishment. Be clear but supportive; 👉 appreciate strengths - don’t forget to praise achievements and strengths. Positive words can motivate further action; 👉 support growth - give employees opportunities for learning and development. Help them with tougher tasks, and they’ll be more engaged. What’s your experience with evaluation discussions? What’s worked well for you? #HR #evaluation #feedback #development

⏰ It’s that time for a mid-year check-in with your manager to reflect on your past performance and discuss future career goals. I always feel a mix of excitement, anxiety and nerves before these conversations. It can be daunting to confidently acknowledge achievements or candidly discuss areas for improvement. Over the years, I've gathered invaluable strategies and advice from mentors that have truly made a difference in navigating these important discussions. In my latest YouTube video, I cover the essentials – from understanding what a performance review entails and why it's crucial, to sharing the top five steps you can take to prepare for your conversation with your manager (complete with practical examples!). I'd love to hear your thoughts. What's one lesson you've learned that has helped you excel in your performance reviews/ conversations? Drop your tips in the comments below and let's learn from each other's experiences. #CareerAdvice #PerformanceReviewTips #CorporateSuccess #PersonalDevelopment #PerformanceConversations #PerformanceManagement #PerformanceReviews #CareerGrowth #CareerStrategies #KeepThriving #PerformanceReviewTipsForEmployees

They kept pushing it off. “We need to do performance reviews for our team and it’s just not happening.” Often, when you’re resisting doing something, there’s a reason. In this case, they had no meaningful structure around performance reviews. 👉 The company didn’t have a defined mission to align the people around 👉 There were no clear roles and responsibilities 👉 There were no quarterly goals to be checked in on It’s kind of hard to review performance  when, collectively, you don’t know what that performance should look like. If you’re resisting something - there’s often a good reason. Don’t just white knuckle through it, fix the reason you’re resisting. Do you look deeper when you’re resisting doing something? **Which reminds me - I kind of dropped out of this LinkedIn world for a bit.  I kept resisting coming back.  Looks like I needed a break…Hopefully, I’m back, for now 😀. —------- Hi 👋 - I'm Raisy, thanks for being here! If you are looking to build alignment between  → your smart team → your business processes → and your tech tools Reach out. Want actionable steps with relatable examples straight to your inbox? Subscribe here: www.scalewithoutoverwhelm(dot)com/subscribe 🇮🇱 ❤ ליבי במזרח ואנכי בסוף מערב ❤ 🇮🇱 #standwithIsrael #bringthemhomenow