Important for managers and leaders alike to evaluate their team and give and get feedback. Most people look at the employee review one-sidedly, the employee can also give the employer/manager valuable insights…listen to your team.

Whats your teams goals ?

Team, In order to have a successful business you often need to get back to the basics. Today I am sharing about the importance of the MVC and how to craft them to match your company. If you have clients this is something you can provide to them that adds a ton of value is executed properly. Watch the video! What It Is The foundational statements that define why your company exists, where it's going, and what it stands for. These aren't wall decorations — they're decision-making filters. Why It Matters Without clearly defined mission, vision, and values, every decision is made in a vacuum. People default to whatever feels right in the moment. · Misalignment: Teams make conflicting decisions because there's no shared compass · No accountability: You can't hold people accountable to standards that don't exist · Hiring roulette: Every new hire is a coin flip because nobody can define what 'fits' · Brand erosion: Customers and employees can't tell you apart from competitors Key Elements to Track · Mission statement exists, is documented, and updated within the last 2 years · Vision statement defines a specific, measurable future state · Core values are defined (3-6 values, not 15 vague platitudes) · All three are communicated during onboarding and referenced in reviews · Leadership can recite them without looking and explain what each means in practice Process — How to Build and Maintain This SETUP (one-time): · Leadership workshop: define or refine mission, vision, and 3-6 core values · Pressure-test each value: Can I fire someone for violating this? Can I hire for it? · Document in a single-page format — not a 20-page manifesto · Share with all employees. Post it. Print it. Put it in the handbook. ONGOING: · Quarterly: Reference in every all-hands meeting or company update · Every hire: Include in interviews: 'Tell me about a time you demonstrated [value]' · Every review: At least one performance criterion maps to values · Weekly: Call it out publicly when someone lives the values