100-Day check-in
100-Day check-in
5 minutes
The 100-day mark is a huge milestone, especially for those settling down into their new role. It’s a time for reflection, assessment, and strategic planning to assess whether you’re a fit for that position. This period is often viewed as a litmus test, providing insight into your progress and laying the groundwork for future success.
A formal check-in at this juncture is crucial. Whether it’s part of a probation review or a self-initiated process, it’s essential to mark this period in your leader’s diary. This check-in allows you to assess your achievements, align expectations, and set new goals, ensuring you remain on the right track and that everyone is on the same page.
But how do you prepare for your 3-month check-in? What do you need to look at? Who should be involved?
The first step in any performance review, formal or informal, is to look back at the initial expectations established when you started with the role. Have you met those expectations? Maybe even exceeded them? Or do they need a bit of tweaking? This helps you see how well you’re doing and how well you are aligning with the initial vision and objectives.
And if you think you need to adjust your goals moving forward, this is the time to do so. Based on your first 100 days’ experiences, make necessary adjustments to ensure you are moving in the right direction and making informed decisions for the future.
Reflect on the major accomplishments and milestones you have reached in the first 100 days. Celebrate these successes, as they are indicators of your progress and capability. Make a list of your accomplishments, if necessary. These small wins will remind you of how far you’ve come and inspire you to keep moving forward.
Aside from achievements, it is also necessary to discuss the key learnings you have gathered during this period. Do you have questions left unanswered or do you have issues with some processes? Understanding these lessons is key to growing as a leader and refining your approach.
Determine areas where you need to develop more skills. Recognisze what you’re good at and where you can improve. This self-awareness is important for continuous growth.
Identify specific areas where you need more support or guidance. Don’t be afraid to ask for help; it shows strength, not weakness. Set clear, measurable goals for the next period to give you direction and focus.
Understand that feedback is a tool for growth, not a setback. It’s normal to feel like you are slipping back into earlier stages of the competency continuum when receiving constructive criticism. Don’t worry, it’s normal to feel this way and keep in mind that this happens all the time.
Take the time to understand what is being said and how it can help you get better. Embrace feedback as an opportunity to improve performance and adjust goals. Use it to refine your strategies and enhance your effectiveness as a leader.
