review week

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So I'm going to dive into some thoughts today talking about review. So it is review week with my team. And yes, Brandon Arbei need account managers. So diving in to reviews this week. So my team is fairly large. Right. So the way we have it, VACO is we have a sales team and then we have a recruiting team. Right. I'm made as the recruiting team. My recruiting team is eight people plus me. Right. And so we are doing reviews this week in me and my director. Alex. We, you know, we caught up before, you know, we're like, oh my gosh, it's already March. We need to do reviews.

And he and I both kind of went, oh no, we got to do reviews. It's so much work. And listen, it is so much work. It's crazy. And it's a huge lift. But you know what? Like Alex and I were sitting in this meeting together and he and I were like, you know what, we need to do this for our team. Because this is, and I said, this is good culture. Because having reviews, letting people know where they stand is good culture. And I want to get that across. Right. If you're a hiring manager, you're a lead. You know, like we don't do reviews on our team reviews or dumb or all this stuff.

Like, listen, I'm telling you, your team is going to appreciate your team is going to buy into what you do because of the things that you implement in the reviews and how you talk about it. I think I think what I thought that came out during this time with reviews is, is I think it allows people to build rapport with managers. Right. For me, the one of the biggest signs of good culture for me is if somebody feels comfortable approaching me to discuss something. Right. If people are scared to talk to me and they don't want to approach me because they're scared to talk about this issue or that issue, they're going to feel like they're going to be judged.

Like that, that I am not doing my job. I am not doing my job as a manager. If individuals do not feel comfortable coming to me and discussing with me some issues they are having. And so I think reviews help foster that because it gives you a safe place. It gives people very, very specific moments in their day to have intentional conversation with their managers. So that's one thought I had. Also, not a thought too. Not I'm looking at my notes. When it comes to just general, right, I mentioned this general buy-in, right? If you feel like you're not getting the buy-in, whether it be from processes being implemented or things you're communicating, you need to ask yourself, when's the last time we've conducted reviews?

And if you're like, man, it's been a year, maybe that's it. Right? Because again, reviews to me help level set everything. It's set resets all levels. Right? It resets your team's levels. It resets your levels. It just helps across the board. So that's that is huge. Thomas, what's going on, man? Good morning. Good morning. A few other thoughts I have as well. So I think reviews shows your team that you care. Right? Because when you sit down with them and you're like, hey, listen, like, your numbers aren't great. Here's what they need to be or your numbers. You're crushing it. Right? Or hey, you know, do you have some areas that you want to improve on?

Right? If you're if you're having these reviews and you're having these conversations, it shows that you're on their side. And more than anything else I've seen as a leader is that you need to be your team's biggest advocate. You need to be your team's biggest champion. And how in the heck are you not going to, how in the heck are you going to do that? If you're not meeting with your team quarterly or at least semi-handedly, right? Also, if you have any questions, comments, concerns, you want to vent. You want just specific things answered. Please at me, comment me, TikTok, Facebook, LinkedIn, Twitter, YouTube, at me, comment me.

If you have any thoughts around reviews, a few other thoughts I have, Thomas agrees with me. I appreciate that, Thomas. Let's see here. One of the biggest things. Also, when it comes to reviews, right, stop beating around a bush. I'm going to say that again for TikTok. Stop beating around a bush. Facebook, stop beating around a bush, LinkedIn, stop beating around a bush, YouTube, Twitter, stop beating around a bush. Right? If you're in leadership, one of the biggest issues that I see in reviews, and I catch myself, it's like, hey, well, you know, you're, you're doing well. And, you know, we could do things better.

Like, no, listen, you're, you're not where you need to be. You're behind. This is where you need to be. Here's how we're going to get here, right? People respect you. Individuals respect you. We'll respect you more. And this goes for managers and non managers alike, right? We, we are in this culture where we, we're more comfortable spouting off negativity on Twitter. And, and we're more, we're honestly more intentional with our conversations on Twitter and social media than we are in real life. Because we know people won't bite back too hard on social media. Right? We've lost the art of communicating directly one on one, how we feel, how that person feels.

Right? We've lost that. We've lost that as, as, as a, as a, a specific community as a nation. That sounds super intense. But we're more comfortable posting on social media directly than we are communicating. And so managers, one thing I've realized is that the more direct you can get with people, the better it's going to be, the better your communication style is going to be. Um, let's see here. Also to another thing, right? Alex and I have been at this review thing for years now. Right? And it is finally paying off. Right? My team, my recruiting team is tracking upwards. Right? It takes to little peel behind the onion, if you will.

My peel behind the onion, I say. We hire, we hire in our recruiting team for two to three years out because it takes two to three years. I have some people coming in and Kathy a great stuff. Thank you, Gene. And put the in honestly, listen, don't get me started on the empathy thing. I love it. Um, April, thank you so much. So it's, it's for me, like we've stayed consistent. Right? I think it's another thing. I, one of the things that I've realized during my career is staying consistent, whether it's posting content, whether it's having consistent meetings with my team, whether it's, you know, just my general work ethic, showing up and staying consistent, right?

I talk about this on the job search, showing up and staying consistent is, is paramount. Is paramount. And, and I think with leading teams as managers, I think staying consistent with check-ins, staying consistent with reviews, eventually turns the tide. Right? So our team is made up of a lot of people in that two to three year mark as a recruiting as a recruiter and we're starting to turn the tide. The recruiting team now, my team is starting to either track for our reward trip or over or like go or above and beyond right now. Right. And I'm not saying that to pat myself on the back.

What the reason why I am saying that is for all managers out there, stay consistent, stay with it. You don't want to do it sometimes. There are plenty of meetings I don't want to do. Right? I just want to just sit back, drink my coffee, not talk to anybody and just continue on my own way. But at the end of the day, that does not help my team. And I am here for my team. I am here for my team. So stay consistent, doing reviews, staying consistent. Let's see here. Just checking my notes. And listen, so I'll finish with this. I'll finish with this. Little short, little message for y'all this morning.

Be passionate. Be passionate. Right. I'm leaving you with this. If you get anything out of this little 10 minute session this morning, stay consistent and be passionate. Be passionate about what you do. Right. If you meet with your manager, talk about being passionate, talk about things that you want to accomplish, talk about things that you're passionate about, bring energy to the meeting. I can't tell you how much it irks me when I have reviews with people with my team in the past and they come with little energy. It's like they don't care. They don't want to be here. Listen, this is the time where you have my undivided attention.

Bring energy. Let's get jacked up about the conversation. Let's brainstorm. Let's talk about how for you to get better. Let's talk about how the team can better. Let's talk about some things I suck at. But bring energy. Be passionate. If there's anything that I want to communicate to you today, it's bring passion to everything you do. Bring passion to your home life. Bring passion to your work life. Bring passion to anything you do outside of work. Right. Just be passionate. Right. I went to the gym for the first time in a year yesterday. I was so jacked up. So jacked up. I was passionate about being at the gym.

Right. I think one thing over the last year, I think COVID is allowed people to become grateful for things. I know I've been extremely grateful for a lot of things being grateful to be at home, to watch my daughter grow up. You know, she's eight months. I'll go on nine months now. Right. Being at home to hang out my wife more, right. Slowing down. Right. I'm grateful. Right. You need to be grateful. Take the time to audit yourself today. What are you grateful for and be passionate for that? Be passionate. Um, let's see here. Listen, I'm going to end on that. I just got a phone call.

Sorry. I'm going to end on that. Nathan with the question, please ask me questions. I'm going to end on that as a little anti climatic with that phone call coming through. Um, so Nathan goes, what can an employee bring to the review process to get the most added? Listen, you need to self audit yourself. Right. What am I struggling to that? How come I manager helped me get there? Right. Give me your weaknesses. Showcase your strikes. Listen, at the end of the day, I have a really good beat on my team with how they're succeeding, but bring some accomplishments. Take care of it. Listen, man, I just want to let you know like I've crushed this quarter.

Right. I'm like averaging above my metrics. I'm averaging on my above my sales goal. Like I just want to let you know I'm proud of myself. Listen, if you came at me with that, I'll be like, hell yeah, Nathan, that's what we're talking about. Bring that passion. Right. It's going back to passion. Right. You have the passion to take the time to go, hey, here's what I'm struggling with. Here's what here's what I'm doing. Great. Right. So if you're an employee, what I want to see is bring, bring things you're doing well, bring things you're struggling at and then give me maybe a year or two out of what you maybe want to do.

And listen, if it's still individual contribute, right, I tweeted about this today already. There's got some pretty good responses. Listen, you don't always need to go into management. Right. But give me some direction. Hey, I want to eventually do this. I eventually want to do that. Um, I think that's I think that's the way to do it. I think that's the way to do it. Nathan, I appreciate you, man. Thank you so much. Hopefully I answered your question. Y'all, thank you again for tuning in to Guy's Channel. Two point on this more. I appreciate it. Um, please check out my website, TaylorDessin.com resume templates. Ten questions to stumble recruiter.

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