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Communicate Year End Plans to Team


As you plan for year end, set the expectation with your team that they start planning as well. I recommend you do this in a team meeting so you can answer questions, but you can do it through email if necessary.


Here are some ideas of what you should expect from them:


  • Review all projects due between now and the end of the year. Are they on track and what still needs to be done? Focus on dependencies as well - after all, other people in the company may be taking time off for the holidays and you want to know about it ahead of time.

  • Review their personal development plan. Are they on track? What needs to be done and what resources will they use. If necessary, have them plan it out on their calendar or task list to make sure it doesn't fall through the cracks (assuming it won't negatively impact business goals).

  • Gather information related to their performance. Tell them that you will be doing a year end performance review and they should be ready to state their case. It isn't a defense trial, but they should be prepared to list what they accomplished, where they grew professionally, areas where they could have done better, and how they would rate themselves. Having them do this will make the actual review much more impactful.

  • Review time off. How much paid time off do they have and how do they plan on using it? This comes down to scheduling. In many cases, you want to make sure that there is some coverage, so not everyone can be gone at the same time. You don't want to get to Dec. 15 and then have everyone ask for time off. A little planning ahead will save you a ton of trouble.


Remember to use the formula - who will do what by when and why - when setting the expectations.

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