There’s a saying that you can’t move forward if you’re looking in the past. While I do not take issue with that statement, I understand that focusing ONLY on the past may impede the progress of moving forward. In order for us to fully understand how to move forward, we must consider how we arrived at our current point, which requires reflecting on the past. When we reflect on the past, we are looking for cues and signs to avoid in the future. The past allows us to plan effectively and realistically for the future.
June and July are a time of year where we are stuck in the middle. Half the year has passed, yet much lies ahead. As organizations start to plan for the upcoming months, there is a need to also evaluate what has been accomplished up to this point. Typically, employee performance evaluations occur around the end of the year, so the middle of the summer presents an opportunity for employees to evaluate their successes and failures in order to make adjustments.
It’s important to note that employees should be assessing their performance all year and not just at the end of the year or during the one time when performance reviews are conducted. Employees can get ahead of the game by making note of their accomplishments and setbacks as they happen. This allows for a much more planned and strategic performance conversation during the review period.
Organizations also take the mid-year point to evaluate their progress against the yearly plan and identify where changes can be made. One critical item that organizations may be grappling with during this mid-year point is “reimagining how work gets done.”
As many organizations navigated the uncertainties of last year, one thing has been made clearly obvious: most people can work successfully without the traditional office. In fact, a survey conducted by Blind, an app that provides a platform for anonymous career-related posts, revealed that 64% of employees prefer a hybrid return to work policy. What’s even more alarming, employees are leaving their current organization in pursuit of organizations that are willing to be more flexible.
In addition to considering how and where we work, organizations must continue to press forward in their diversity, equity, and inclusion (DEI) initiatives. Issues around DEI continue to evolve globally, and companies are learning how to address those concerns. It should be noted that DEI is not limited to just employees of an organization, but also involve your customers, vendors, community, and more. The stakes are high with DEI and many stakeholders are evaluating organizations against their DEI initiatives. Ultimately, if DEI is overlooked within your organization, your business will be negatively impacted.
While every business has its own objectives, let’s not forget those who allow us to be in business, our workforce and shareholders. As you continue with your plans – or create new plans – ensure that the people who support you feel supported, too.