As a leader, I’m constantly thinking about my team member’s performance. What is the status of their work? Is it going well? What do we need to work on? How can I help?
Your manager is probably concerned with the same questions. Instead of waiting for them to look at your metrics and tell you how you’re doing, why not tell them?
Key Benefits:
Ability to decide the message
Show them you are in control
Ask for the help/buy-in you need
The Update Email:
Choose a reasonable time interval for your work and your relationship. I like to send my boss monthly updates. This doesn’t mean I don’t talk about my work in the interim, but once a month, I summarize my work for my boss.
Format:
Punchline (Metrics/Progress)
Key Wins
Challenges
Action Items
Example:
TO: BOSS
Subject: March Progress Update
Lauren,
The team is ending March at 20% to annual goal, and we are on-track to hit our target this year. Details below:
REALLY AWESOME CHART OF THE NUMBERS
Key wins:
We re-signed our key client, Really Cool Company, for another 2 year contract
Our new hire, Jean, has started client outreach and will be ready to take on negotiation next month
Challenges:
We’re struggling to onboard new clients effectively and we’re seeing a lot of clients leave the product early on
Our performance in Latin America is pretty weak
Initiatives:
Have Cara focus on our first year clients, partnering with the sales team to ensure they are being trained properly
Proactively offer lower rates in Latin America, given the market factors. Would you approve a 10% discount?
Let me know if you have any questions or suggestions.
Summary
Most of my employees wait for me to look at their metrics and report to them on my findings. I’m happy to do it, but I’d love for them to do it first.