As the year winds down, it’s easy to get caught up in the whirlwind of financial reports, strategy meetings, and holiday festivities. But here’s a critical question you may be overlooking: Is your team ready for next year?
This isn’t just about performance reviews, or determining salary increases or bonuses. It’s about setting your team up for a fresh start with clarity, alignment, and momentum. If you want next year to be a breakthrough year for your business, it starts with your people.
Here’s a simple but powerful approach to conducting a year-end team assessment that goes beyond performance scores and truly prepares your team for what’s next.
🔍 1. Are Your People Aligned with the Big Picture?
Your team can’t hit a moving target if they don’t know where it is. Too often, businesses fail to communicate the bigger company vision to their teams, leaving employees guessing what success looks like. Misalignment doesn’t just hurt productivity; studies show it actually kills motivation!
How to Fix It:
- Clarify next year’s goals. Where is the company headed, and how does each team member fit into that plan? Share specific objectives and break them down by department, team, and individual contributions.
- Bridge the gap. If any team member is unclear on their role or responsibilities, it’s time to have a conversation. This is your chance to provide clarity and reinforce how each role impacts the bigger picture.
- Check for role fit. Sometimes, people grow out of roles, or their skills no longer align with the business’s needs. If there’s a misalignment, plan for upskilling or reassigning roles earlier rather than later.
Leaders Ask Yourself: Are my team members clear on the company’s goals for next year, and do they understand how they contribute to those goals?
📚 2. Are You Developing the Skills for Future Challenges?
The skills that got your team to this point may not be the skills required to drive growth next year. Industries shift, technology advances, and customer expectations evolve. Are your people keeping up?
A skills gap analysis is one of the most valuable tools you can use at year-end. It’s a chance to identify the missing capabilities that will be essential next year. Do you have the right people in the right roles? Are there any emerging skills that your business needs to thrive? Or do you need to hire someone to fill the gaps?
How to Fix It:
- Do a skills check. Ask your team what new skills they want to develop. They often know better than anyone where they need help.
- Make a learning plan. Don’t wait until mid-year to address skill gaps. Start now by planning and creating opportunities for growth and skill development.
- Invest in personal development. Your business goals may require upskilling or reskilling team members. Consider trainings, internal workshops, or hiring an executive coach.
Leaders Ask Yourself: If we had to double our business growth next year, would my current team’s skills be enough to get me there?
🔥 3. Are You Leveraging Each Team Member’s Strengths?
It’s easy to focus on weaknesses in year-end reviews, but here’s the truth: doubling down on strengths leads to bigger wins. People thrive when they’re operating in their zone of genius, not when they’re constantly being scolded on their weaknesses.
How to Fix It:
- Ask the right questions. Instead of asking “Where did you fall short?” ask, “What project made you feel most engaged this year?”
- Restructure responsibilities. If you have someone on your team who loves creative problem-solving but is buried in repetitive admin tasks, it’s time to make some changes.
- Strengths-based assignments. Assign roles and responsibilities where people can use their natural talents. The payoff is increased motivation, engagement, and output.
Leaders Ask Yourself: Do I know my team’s top strengths, and am I giving them opportunities to use them?
📢 4. Are You Talking to Your Team or At Them?
The end of the year is prime time for feedback, but here’s the thing, feedback should be a two-way conversation, not a one-sided performance review. If your end-of-year review is just a manager talking at employees, you’re missing a huge opportunity to listen, learn, and grow!
How to Fix It:
- Ask for upward feedback. Don’t just give your team feedback, ask them how you can be a better leader. What are you doing well, what could you be doing better, and what support do they need from you?
- Make feedback continuous. Year-end reviews should not be the first (or last) time your employees hear feedback. Set a system for ongoing feedback and one-on-one check-ins next year.
- Act on it. If you’re going to ask for feedback, be ready to act on it. Make changes where necessary and be transparent about your follow-through.
Leaders Ask Yourself: When was the last time I asked my team for feedback on my leadership? Am I truly listening and taking action?
🎯 5. Are You Rewarding Performance? Salary is NOT a reward!
Motivation matters. If your team feels like they’re just collecting a paycheck, you’ve got a disengagement problem on your hands. Recognizing performance isn’t just about money, it’s about acknowledgment, appreciation, and purpose.
How to Fix It:
- Make recognition personal. Don’t just say “Good job.” Call out specific wins and why they matter. “I loved how you handled X project because it showed initiative and creativity.”
- Use incentives wisely. Money isn’t the only motivator. People also want growth opportunities, time off, and flexible work schedules.
- Start 2025 strong. Kick off next year with fresh incentives and clear rewards for big wins. People need to know what they’re working toward.
Leaders Ask Yourself: How do I reward performance on my team based on their individual motivators? Am I relying on a “good job” email, or am I creating real incentives to keep people motivated?
⏰ 6. Are You Overloading Your Team or Setting Them Up for Success?
Burnout is real, and it’s one of the biggest threats to your team’s success next year. If people are leaving 2024 feeling exhausted and on the edge of burnout, don’t expect them to come back in January refreshed just because of a week off.
How to Fix It:
- Check capacity. Ask your team if they feel stretched too thin. Don’t wait until someone quits or burns out.
- Prioritize importance. Not everything is a priority. As a leader, it’s your job to differentiate between “urgent” (red), “important” (yellow), and “maintenance” (green) work.
- Set the tone for work-life balance. If you email at midnight, guess what? Your team feels the pressure to reply at midnight. Lead by example.
Leaders Ask Yourself: Am I setting realistic expectations for my team, or am I unintentionally encouraging burnout?
📈 7. Are You Ready for Next Year? (Seriously, Are You?)
Finally, take a hard look in the mirror. Is your leadership ready for next year? It’s not just about your team, it’s also about where you are at and how you are showing up. Are you preparing yourself for the challenges, growth, and changes that lie ahead? Leaders who evolve create teams that evolve.
How to Fix It:
- Get clear on your goals. What do YOU want to accomplish as a leader next year?
- Find an advisor or executive coach. Every great leader has support. Get someone who will challenge you to grow.
- Invest in self-development. Your team can only grow if you grow too. Read, listen, and learn from leaders who have done it before.
Leaders Ask Yourself: Am I doing what it takes to be the best leader I can be for my team next year?
Final Thoughts: Don’t Wait for January to Get Ready
The new year doesn’t magically change things. If you want to make 2025 your breakthrough year, start now. Assess your team, align them with your goals, close the skills gaps, and make sure everyone — including you — is ready for what’s next.
Don’t leave your success to chance! Take action, align your team, and build momentum now. The work you do in December could be the reason you crush your goals in March.
What’s Your Move? How will you prepare your team for the year ahead?
As always, I appreciate you reading. Please share this article with someone that you feel might like to read it. Or drop into my messages on social media with and tell me how you are going to get your team ready for 2025.
#Leadership #TeamDevelopment #YearEndReview #BusinessGrowth