Use a structured progress review process

Use a structured, regular performance review process for all employees. These reviews will ensure staff are moving the business in the right direction, but are also useful for taking stock of skills development and tracking other employee goals. Performance reviews should take place at regular intervals so staff get accustomed to the review “rhythm”. As career coach and business consultant Lisa Quast writes, a review shouldn’t be an interrogation by the manager. Rather, it should be a two-way discussion about how things are going, with the manager asking questions to understand what they need to do to make things work better.