We are officially in the last quarter of 2024 and if you have the leadership role in a company, it is likely that you are already thinking of ways to close this cycle well, delivering a quality performance, so that it is possible to start the next year with positive results. However, is there a specific path to be followed to make it work?
The answer is: NO! Each company is unique and even if it presents services or even products similar to one or more competitors, you can't match and want to follow a pattern for everyone. After all, what was good for one may not work for the other and vice versa. In addition to the fact that it is essential to know the history of the organization throughout the year, so that we can identify errors and successes.
If what you are doing has been working for a while and showing satisfactory results according to the objectives established in the planning, the company is probably heading in the desired direction. I'll let you know, this is rare! Either you have a really sensational team or your goals aren't ambitious enough. And “being doing well” is not an impediment to improvements and eventual adjustments, but it is an easier “easy” scenario to maintain during the last tri, working consistently.
The hardest thing is when you realize that the actions are not working and that the results are below expectations or taking much longer than planned. Which is more common to happen, for different reasons. This situation is a sign that it is necessary to review the strategies and understand what is not working properly, so that it is feasible to make route adjustments and ensure that your company recovers and performs well during these last three months of the year.
To make this process more efficient, you can adopt OKRs – Objectives and Key Results – which will help your management a lot to focus on what will really bring you closer to the desired result. To get there, choose a goal and define the results you want to achieve, which will contribute the most to the greater result. Maybe you can't get more than one, leave the others, if not even this one you will be able to achieve.
However, the manager does not need and, should not, go through this moment of adjustments alone. One of the premises of OKRs is that employees participate actively together with the leader, being part of these constructions. Of course, each one respecting their function, but knowing how their task influences the whole. In this way, the team manages to collaborate effectively, knowing what they need to do.
The point I like to reinforce is that perhaps the result of the year, it looks in general, is not achieved as expected, but at least in the latter. sprint, you and your team learned to collaborate and focus better, being guided to work on the result, which I consider the ideal model. Believe me, this is just the beginning of the construction of a different 2025.
Faça a sua empresa performar bem no último trimestre do ano
