How to Implement a Successful Corporate Retrospective with Digital Engagement
08/06/2018 | Denver, CO
“Don’t look back. Something may be gaining on you.” Satchel Paige
Sometimes the only way to save our sanity is to firmly close the door to the past. Shake the dust off a mistake and power through. No sense in revisiting the ghosts of blunders past. Sound good?
Well, yes and no.
While we’re no fans of wallowing in the mire, we believe that there’s enormous power in regular self-reflection and self-correction. Even more so for a growing company on the move. This ‘retrospective’ means revisiting strategies to-date, adjust and make course corrections. And just in case your team has a few new faces, it’s also a great opportunity to review your corporate values, goals and what you stand for. Done right, and with ThinkTank’s Digital Engagement solution, a regularly scheduled ‘retrospective’ – where your players feel safe to discuss their viewpoints – can be a powerful catalyst for communicating the need for change and engaging the team to meet a common goal.
Engage the Team.
This is an ideal opportunity for a refresh. Remind your team of their roles, their value and how they contribute to the success of the company. Talk about future challenges and goals (whether they’ve been achieved or fallen short) and how the company plans to address them.
Remember the Basics.
Yes, you’ll review benchmarks and plans. But it’s also an ideal time to examine the fundamentals. Make sure your team gets an opportunity to refresh their skills and think about longer term career paths. How’s your brand strategy working? Are you communicating well with your customers? Are they excited with your product direction? What’s new/different/noteworthy in your industry?
Have a Follow Up.
Your employees are your greatest asset – both for the health of your company and the success of your business. And at a higher level, as an enterprise leader, you realize the need for employees that are fully engaged and collaborative. You also know the benefits from someone else’s thinking, then ask for it. But please, don’t ask for input for ceremony’s sake. Do it only if you mean it. Do it only if you mean to do something with the feedback. An actionable game plan is the ideal output. It will serve not only as evidence of the company’s commitment, but also as a roadmap for improvement and success.