While it might seem like New Year’s was just a few weeks ago, we are already halfway through the year! It is officially Summer! Use the recent seasonal change as an opportunity to review your team’s progress towards goals set at the beginning of 2016.

Four Steps to Conduct a 2016 Checkpoint Audit

Avoid falling short of any expectations set in January, by conducting a midyear checkpoint. Gather your team for a staff meeting to discuss progress made towards yearly goals and to determine the best coarse of action moving forward to ensure the group sees success! Encourage team members to evaluate their progress on an individual basis as well, to better attain any personal development initiatives set in the new year.

The following four step process will enable a thorough audit of (and possible update to) yearly goals:

1. Review the Original Goals

Sticking to goals set at the beginning of the year can be a challenge. Even if your team had the best of intentions, it is easy to get sidetracked with competing priorities. Start the meeting by reviewing the 2016 goals. A recap will not only refresh your team’s memory, but also reaffirm the baselines any progress will be evaluated against during the audit.

2. Measure the Progress Made

Compare your team’s actual progress towards the yearly objectives, to the projected progression. Is your team on track? In a best case scenario, they will be ahead of expectations. However, if they have fallen short, use this time to understand why.

3. Decide If The Objectives Still Make Sense

Reevaluate the relevancy of each objective. Within a business, it is not uncommon for unforeseen events or issues to cause hiccups, even with the best laid plans. If complications have arisen or if new goals have been established, the focus might have shifted. As such, some of the original goals may have become less urgent and/or no longer make sense to pursue. If this is the case, review any lessons learned, establish new priority levels, and refocus the overall goals to account for any subsequent changes. Remember to clarify any vague ambitions, breaking them into S.M.A.R.T. – specific, measurable, achievable, realistic and time-bound – goals.

4. Create a Plan for the Rest of the Year

Once changes to the objectives have been confirmed, document and distribute any adjustments, to avoid potential disconnects between employer-employee expectations at the end of the year. Devise a strategy to achieve each target by the end of December. If progress is behind or off track, is it possible for your team to still meet the year-end goals? If so, what needs to be done to ensure expectations are met?

Make 2016 Your Best Year Yet!

Meeting organizational goals is great, but exceeding them is even better! Learn more about how a partnership with RealStreet can take your company’s performance from average to extraordinary. After completing a mid-year expectation check in, if you see a skills gap or a need for additional manpower, contact us to find the temporary (leased), lease-to-hire and direct hire talent your team needs to surpass their goals!