
### Rethinking Goals: The Key to Driving Performance Management

In today’s fast-paced business landscape, the way we approach goals is crucial to the effectiveness of our performance management systems. Traditional goal-setting methods often fall short, leading to misalignment and stagnation. To enhance performance, organizations must rethink their goals and how they integrate these into performance management.

### The Importance of a Clear and Flexible Framework

Without a clear framework that connects people to purpose and defines what success looks like, teams lose alignment, and performance suffers. Many organizations miss a critical opportunity to enhance alignment and drive better results by failing to fully integrate OKRs into performance management. [Research from McKinsey](https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/in-the-spotlight-performance-management-that-puts-people-first) indicates that organizations with a clear goal-setting framework are **70% more likely to achieve their performance objectives.**

### Goals to Purpose with the Science of Goal Setting

Effective performance management relies on understanding the science of goal setting. Beyond setting SMART (specific, measurable, achievable, relevant, and time-bound) goals, organizations should connect teams to a larger purpose. By using aspirational statements, qualified by quantitative success measures, teams can understand the bigger “why” behind their goals. This approach fosters clarity, aligns individual efforts with organizational objectives, and builds a culture of accountability and motivation.

Research backs this approach. A [**CIPD assessment**](https://www.cipd.org/globalassets/media/knowledge/knowledge-hub/reports/rapid-evidence-assessment-of-the-research-literature-on-the-effect-of-goal-setting-on-workplace-performance_tcm18-16903.pdf) of over **70 studies** reveals that while annual reviews set expectations, they rarely drive ongoing improvement. Instead, **regular, real-time feedback** proves far more effective in keeping teams aligned and adaptable—critical for achieving meaningful results in today’s fast-paced environment.

### Transparency and Real-Time Progress

An agile performance management ecosystem emphasizes **transparency**. By demonstrating **regular, real-time progress** through tools and processes that allow for visibility and nudge updates, organizations can keep employees engaged and motivated. When teams can see their progress, they are more likely to stay committed to their goals.

### Real-Time Feedback and Coaching

Supporting goal attainment requires an ecosystem where **real-time feedback and coaching** are integral. Organizations that prioritize continuous feedback improve employee engagement and enhance performance outcomes. [A recent study](https://hbr.org/2024/09/new-rules-for-teamwork) by Harvard Business Review revealed that teams that engaged in **regular feedback sessions** experienced a **25%** **improvement** in overall performance.

### Conclusion

Rethinking goals is not just about setting them; it’s about integrating them into a performance management system that values **alignment, transparency, and continuous improvement**. By adopting a holistic approach that combines strong goal-setting frameworks with real-time feedback, organizations can unlock their teams’ full potential and drive performance like never before.

### Performance Management That Actually Drives Results

Want to learn more about how to empower your team and transform your performance management approach? See how Topicflow’s seamless integration of goal-setting and real-time feedback can help you create meaningful conversations that drive growth. [Explore our solutions](https://pages.topicflow.com/performance-management) or [join an upcoming webinar](https://www.topicflow.com/webinars/) to see the difference for yourself!


Rethinking Goals: The Key to Driving Performance Management


## Why Performance Management is Still Broken
Annual performance reviews have long been a staple in the corporate world, but as our workplaces continue to evolve, these traditional processes are revealing significant shortcomings. For HR leaders aiming to truly inspire their teams, it’s becoming increasingly clear that yearly reviews just aren’t cutting it. In fact, a [recent Gallup survey](https://www.gallup.com/workplace/644717/chros-think-performance-management-system-works.aspx) revealed that only 2% of CHROs strongly agree their performance management systems inspire employees. If your reviews are more frustrating than fulfilling, it might be time to rethink your strategy. Let’s explore the pitfalls of annual performance reviews and how you can adopt a more continuous, employee-centric approach to drive results.

## Top 3 Reasons Why Performance Management is Failing

### 1. Lack of Real-Time Feedback

Traditional performance management systems often rely on annual reviews, missing out on timely feedback that could enhance performance. Research [shows that organizations implementing regular feedback](https://news.gallup.com/businessjournal/147383/secret-higher-performance.aspx) see a **12.5% increase in productivity**. Furthermore, employees who receive daily feedback from their managers are **three times more engaged** than those who only have annual reviews.

### 2. Goal Misalignment and Rigid Goal-Setting

Many organizations still use outdated goal-setting methods that don’t adapt to changing business environments. Agile practices, particularly frameworks like OKRs, [significantly enhance employee satisfaction](https://mooncamp.com/blog/okr-statistics), with **78% of employees who use OKRs reporting higher job satisfaction, compared to 65% in companies that don’t**. In rapidly changing industries, flexibility in goal-setting is essential for staying competitive. Conversely, rigid goals can lead to confusion and hinder productivity.

### 3. Neglecting Employee Experience

Performance management systems often overlook the employee experience, failing to enhance perceived fairness and growth opportunities. When employees perceive their evaluation processes as unfair, it impacts their engagement and overall productivity. An emphasis on growth rather than evaluation is crucial for driving performance.

## One Key Solution: Embrace an Agile Performance Management Ecosystem

To effectively address these issues, organizations must shift to an **Agile Performance Management Ecosystem** that emphasizes flexibility and integration. Moving beyond outdated, point-in-time reviews, this new era integrates real-time feedback, flexible goal-setting, and data-rich tools to support ongoing employee development and goal achievement. Here are the key components to implement:

* **Incorporate Goal Science**: Ensure that the science of goal-setting is understood and effectively integrated into performance management. This includes defining clear performance criteria and utilizing flexible, adjustable goals that respond to changing business needs.
* **Foster Real-Time Feedback**: Implement data-rich, integrated tools that facilitate continuous feedback and performance data aggregation. This approach not only helps mitigate bias but also enhances perceived fairness. Real-time feedback empowers employees to take ownership of their development, leading to greater autonomy and innovation.
* **Support Manager Development**: Provide managers with the tools and training they need to facilitate productive feedback conversations that build psychological safety. Regular check-ins and transparent progress updates create an environment where employees feel supported and motivated to achieve their goals.

By following these steps, organizations can create an agile performance management ecosystem that fosters continuous improvement and drives success.

## Concluding Thoughts: From Frustration to Fulfillment

It’s time to rethink how performance management is done. Annual reviews don’t provide the regular, actionable feedback that employees need to thrive. By embracing a **continuous performance management system**, leveraging cutting-edge HR technology, and cultivating a **feedback-rich culture**, you can unlock your team’s full potential. This proactive strategy not only enhances individual growth but also drives overall company performance, fostering a thriving workplace where employees feel valued and empowered to succeed.

## Take Action Today!

Want to learn more about transforming your performance management system? [Watch our full webinar](https://www.topicflow.com/webinar/broken-to-brilliant-repairing-performance-management-to-drive-results/?utm_source=blog&utm_medium=organic&utm_campaign=why-performance-management-is-failing) featuring industry experts Libby Stewart and Wendy Pat Fong, and discover strategies for taking your team’s performance from frustrating to fulfilling.

If you're ready to elevate your performance management processes, **[book a demo](https://pages.topicflow.com/performance-management/?utm_source=blog&utm_medium=organic&utm_campaign=why-performance-management-is-failing) with our team today. Transform your approach with our AI-driven solutions to inspire your employees and enhance performance through real-time insights—no more hassle of annual reviews!**


Why Annual Performance Reviews Are Failing Your Employees (And What to Do Instead)


1:1 meetings are vital tools for managers and people teams aiming to cultivate high business & employee performance cultures within their organizations. This article, inspired by insights from our recent webinar [featuring Wendy Pat Fong and Libby Stewart](https://www.topicflow.com/webinar/driving-performance-in-your-1-on-1s/), explores effective strategies to enhance these meetings. Our focus is on the integration of technology and personalized approaches that can transform routine check-ins into powerful tools for employee growth and organizational success - week-after-week.

### **The Strategic Importance of 1:1s**

1:1 meetings are not just administrative routines but strategic tools that can significantly impact an organization's health in the form of more accurate decision making. These meetings provide a platform for managers and employees to align on goals, course correct, clarify expectations, and engage in meaningful dialogue around career growth. They are especially critical in:

- **Fostering Alignment:** Ensuring every team member is on the same page with organizational objectives, and doing so productively.
- **Enhancing Clarity and Engagement:** Regular, targeted discussions help keep team members engaged and informed on feedback and company/team direction.
- **Achieving Goals:** Direct communication aids in tracking progress and addressing any hindrances to achieving set objectives, including career based development.

### **Technological Advancements Enhancing 1:1s**

Advancements in HR tech have revolutionized the way 1:1 meetings are conducted. By integrating sophisticated tools into everyday management practices, organizations can achieve more efficient and effective communication. These technological enhancements include:

- **Integrating Data:** Seamless integration with management systems allows for real-time tracking of individual and team progress (eg. Goals, KPIs)
- **Enhancing Productivity:** AI-driven tools provide suggested action items and feedback, which streamline the preparation and follow-up processes, allowing managers to focus more on dialogue and less on administrative tasks.

### **Effective Management Through 1:1s**

Effective 1:1s are a blend of art and science, requiring thoughtful preparation and a personal touch. Managers must be adept at tailoring discussions to the unique needs of each team member while maintaining an eye on the broader team and organizational goals. Essential elements include:

- **Strategic Thinking:** Customizing discussions to directly address the development needs and career aspirations of employees.
- **Real-Time Insights:** Utilizing tools that bring relevant performance data into the discussion ensures that conversations are grounded in reality and focused on outcomes.

### **Empowering Employees in Discussions**

A key to successful 1:1s is empowering employees to actively participate in shaping these discussions. This approach not only enhances the relevance of the meetings but also boosts the engagement and motivation of employees by giving them a voice in their professional growth. Strategies for empowerment include:

- **Collaborative Agendas:** Encouraging employees to contribute agenda items ensures that the meetings address their most pressing concerns and interests.
- **Encouraging Ownership:** This collaborative approach helps employees feel more responsible and invested in the outcomes of their discussions, thereby enhancing the overall effectiveness of the meetings.
- **Requesting Feedback:** Promoting the idea of feedback being shared with managers by their direct-reports on the agenda, meeting outcomes and value of conversation. Many managers struggle to receive this sort of feedback, opting for engagement survey results.

Now, let’s take a look at how this can be implemented today, with the use of AI.

### **A Tactical Framework for Effective 1:1 Meetings with AI Integration**

Enhancing 1:1 meetings through selective use of AI can streamline the process, making it more efficient and impactful. AI automates the aggregation of performance data and suggests personalized development actions based on career trajectory analytics. Here is a more focused step-by-step guide to integrating AI effectively into 1:1 meetings:

### **1. Pre-Meeting Preparation:**

- **Performance Data Review:** Review the employee’s recent performance data daily used tools you’ve connected to your performance platform (think Jira, Salesforce, GitHub, Asana, etc.) to ensure a comprehensive understanding of their current tasks, achievements and challenges without duplicating work.
- **Agenda Preparation:** Prepare a list of topics based on upcoming projects, current challenges, and long-term career development plans, ensuring they align with data-driven insights from the employee's work platforms.
- **“Ask AI”**: Ensure your tool includes a feature like 'Ask AI' that allows managers to query historical meeting data and performance insights, enabling better preparedness and context for discussions.

### **2. Setting the Agenda:**

- **Collaborative Agenda Setting:** Collaboratively set the agenda with the employee, ensuring it addresses their immediate needs and concerns and includes development-focused items and strategic alignment with organizational goals.

### **3. During the Meeting:**

- **Assign Responsibilities:** Clearly assign responsibilities for each action item, setting deadlines and expected outcomes, facilitated by AI where appropriate for documentation.
- **Guided Discussion:** Discuss each agenda item, encouraging open dialogue and using AI-generated meeting highlights and insights to guide the conversation effectively.

### **4. Actionable Outcomes:**

- **AI-Suggested Action Items & Feedback**: Utilize AI to generate actionable items and feedback suggestions directly from meeting discussions, reducing manual entry and ensuring relevant follow-ups.

### **5. Feedback and Reflection:**

- **Feedback Collection:** Use the meeting's end to ask for feedback, enhanced by AI suggestions on potential areas of improvement based on the meeting's analytics.
- **Meeting Effectiveness Analysis:** Reflect on the meeting's effectiveness using AI-generated insights to adapt future approaches.

### **6. Post-Meeting Follow-Up:**

- **Document Actions & Decisions:** Enhance efficiency by utilizing AI to transcribe meetings and highlight action items and decisions, streamlining documentation and follow-up.

### **7. Continuous Improvement:**

- **Process Optimization:** Regularly use insights gathered from AI-enhanced analytics to refine the 1:1 meeting process, aiming for more personalized and effective interactions. View overall meeting stats to understand where time is being spent, and when.
- **Ongoing Managerial Development:** Leverage feedback and AI suggestions to tailor ongoing education and training for managers, focusing on areas that could enhance their effectiveness in one-on-ones.

By integrating AI selectively, focusing on areas like meeting summaries, highlights, and suggested actions or feedback, managers can conduct more focused, productive, and insightful 1:1 meetings. This approach ensures that the human element remains at the forefront while still harnessing technology to enhance communication and outcome alignment effectively.

### **Concluding Thoughts**

As organizations strive for higher performance and deeper employee engagement, the significance of effectively conducted 1:1 meetings cannot be overstated. For managers and people teams, the integration of sophisticated tools and personalized approaches can transform these interactions into crucial drivers of individual and organizational success. Interested parties should consider exploring advanced platforms that seamlessly integrate with daily workflows, thereby enhancing the strategic impact of every discussion and ensuring that both managers and employees can focus on achieving their highest potential.

[Click here](https://www.topicflow.com/webinar/driving-performance-in-your-1-on-1s/) to listen to the recording of the webinar.

Looking to improve the effectiveness of your meeting culture?

Book a demo and start a free trial with [Topicflow](https://www.topicflow.com/demo/).


Maximizing Performance in 1:1 Meetings: A Guide for Managers & People Teams


### The Why

In the fast-paced world of business, the Human Resources (and People Operations!) function has evolved from a focus on administrative tasks to playing a pivotal role in strategic planning and implementation. Strategic goal setting within HR is not just about aligning individual and team objectives with the organization's overarching goals; it's about transforming HR into a cornerstone of organizational success. This framework draws on expert insights from Wendy Pat Fong, a seasoned HR professional, and goal-setting expert, to guide HR leaders and practitioners through establishing a strategic goal-setting framework that positions HR as a strategic partner within their organizations.

The need for HR to lead strategic goal-setting has never been more critical. As organizations navigate the complexities of a rapidly changing business landscape, the ability to set clear, actionable, and strategic goals can be the difference between thriving and merely surviving. This resource is designed to provide HR professionals with a step-by-step framework for integrating strategic goal setting into their function, ensuring that HR not only supports but drives organizational success.

---

### **Chapter 1: The Evolution of Goal Setting in HR**

**The Shift Towards Strategic Frameworks**

The concept of goal setting in the workplace is not new. However, the approach and emphasis on goal setting have undergone significant transformation, especially within the realm of HR. Traditionally seen as a department focused on hiring, onboarding, and addressing personnel issues, HR's role in strategic goal setting marks a shift towards a more integrated and impactful function within the business. This came to the forefront during the environment that was created during and after the pandemic.

Wendy Pat Fong, with her extensive background in performance management and strategic goal setting at Microsoft, highlights the evolving role of HR. "It has become apparent that HR has a huge opportunity to revamp goal setting in a way that showcases strategic thinking across the whole organization," Wendy explains. This evolution reflects a broader recognition of the strategic value HR brings in aligning employee efforts with the company's vision and strategic objectives.

**From Administrative to Strategic: A Journey**

The journey from administrative to strategic functions in HR has not been straightforward. Initially, goal setting within HR was heavily focused on operational and efficiency goals, such as reducing hiring times or increasing employee satisfaction scores. While these are still important, the scope has broadened significantly.

Today, strategic goal setting in HR encompasses much more than operational efficiency. It involves setting goals that are directly linked to the organization's strategic priorities, such as driving innovation, fostering a culture of continuous improvement, and enhancing the organization's ability to adapt to change. This shift requires HR professionals to think beyond the confines of traditional HR functions and consider how they can contribute to the broader business strategy.

### **Chapter 2: Understanding Goal Setting Frameworks**

**A Comparative Overview**

In the realm of strategic goal setting, several frameworks stand out for their effectiveness and widespread adoption. Understanding these frameworks is crucial for HR professionals as they select the best approach for their organization. The most notable among these are SMART goals, OKRs (Objectives and Key Results), and V2MOM (Vision, Values, Methods, Obstacles, Measures).

- **SMART Goals**: Specific, Measurable, Achievable, Relevant, and Time-bound goals are foundational in goal setting. They ensure clarity and tractability, making goals understandable and actionable for everyone involved.
- **OKRs**: Popularized by tech giants like Google, OKRs focus on setting ambitious objectives and linking them with concrete, measurable key results. This framework fosters transparency and alignment across the organization, encouraging teams to aim high while keeping outcomes measurable.
- **V2MOM**: Originating from Salesforce, V2MOM helps organizations translate their vision and values into actionable methods, identify potential obstacles, and define measures of success. It is particularly effective in maintaining strategic alignment and ensuring that everyone's efforts contribute to the overarching goals.

**Choosing the Right Framework for Your Organization**

The selection of a goal-setting framework depends on various factors, including organizational culture, the complexity of business operations, and the strategic objectives at hand. HR professionals must evaluate each framework's strengths and limitations in the context of their organization's needs.

### **Chapter 3: Aligning HR with Organizational Strategy**

**Bridging Strategy and Execution**

Strategic alignment is at the heart of successful goal setting. HR plays a critical role in ensuring that the organization's strategic objectives are reflected in the goals set at every level, from the executive suite to individual contributors. This alignment is essential for creating a cohesive direction and purpose across the company. Additionally, there is a huge increase on engagement metrics as employees show heightened motivation and satisfaction when they understand their impact.

- **Understanding Organizational Strategy**: It begins with a deep understanding of the company's strategic priorities. HR leaders must work closely with executive management to grasp the vision and direction of the organization.
- **Translating Strategy into Actionable Goals**: Once the strategic priorities are clear, the next step is to translate them into actionable goals that can be communicated and executed at all levels of the organization. This translation process is where frameworks like OKRs and V2MOM can be particularly valuable, providing a structure for breaking down strategic objectives into specific, actionable goals.

**Practical Action Items for HR Professionals**

1. **Conduct Strategy Workshops**: Organize workshops with leadership and key stakeholders to discuss and align on the organization's strategic priorities. Use these sessions to ensure a mutual understanding of strategic objectives and how they translate into departmental and individual goals.
2. **Develop Alignment Tools**: Create tools and templates to help managers and their teams align their goals with organizational strategy. This might include goal-setting worksheets that incorporate elements of the chosen framework (e.g., OKRs) and guides for linking individual goals to broader strategic objectives.
3. **Implement Regular Check-Ins**: Establish a regular cadence of check-ins, not just to track progress but to ensure continued alignment with evolving organizational strategies. These check-ins can provide valuable feedback loops for adjusting goals as necessary to respond to changing business needs.

### **Chapter 4: The Role of HR in Goal Setting**

**Elevating HR's Strategic Position**

HR's involvement in strategic goal setting is transformative, not just for the HR function but for the entire organization. By leading the goal-setting process, HR can align talent management with business outcomes, making HR a key player in organizational strategy.

**Actionable Strategies for HR**

1. **Become the Goal-Setting Leader**: HR should take the lead in facilitating the goal-setting process across the organization. This involves getting leadership buy-in, training managers on effective goal-setting techniques, ensuring alignment with organizational objectives, and providing ongoing support.
2. **Foster a Goal-Oriented Culture**: HR can champion a culture where goal setting and achievement are valued. This includes recognizing and rewarding goal achievement and making goal discussions a part of regular performance conversations.
3. **Leverage Technology for Goal Management**: Implementing a goal management tool or platform can help maintain visibility and track progress. HR can spearhead the selection and implementation of such tools, ensuring they meet the organization's needs.
4. **Connect Tasks and Action Items Directly to Goals**: HR should emphasize the integration of daily tasks and action items with overarching goals to illuminate the pathway toward achieving these targets. This approach not only clarifies the contribution of each task to broader organizational objectives but also enhances motivation by demonstrating progress in real-time.

**Embedding HR in Strategic Discussions**

To truly influence the organizational direction, HR must be part of strategic discussions from the onset. This positioning allows HR to ensure that talent strategies are fully aligned with business goals and that the organization is equipped to meet its objectives.

### **Chapter 5: Implementing a Strategic Goal-Setting Framework**

**Setting the Foundation**

A successful implementation starts with a clear understanding of the chosen goal-setting framework and its alignment with the organization's strategic priorities. The following steps can guide HR professionals through the implementation process:

1. **Align Leadership**: Secure buy-in from top leadership by demonstrating how a strategic goal-setting framework can drive organizational success.
2. **Customize the Framework**: Adapt the chosen framework (e.g., OKRs, V2MOM) to fit your organization's unique culture and needs. This may involve customizing terminology, processes, and evaluation metrics. It is also important for HR to assess where goal settings will impact existing processes such as performance management.
3. **Train and Educate**: Provide comprehensive training for all employees, focusing on the importance of goal alignment, how to set effective goals, and how to track and measure progress. Organize workshops to help managers brainstorm together with their teams on the definition of success.

Keep in mind, this isn't a "set it and forget it" endeavor. To achieve the positive outcomes every business aims for, a goal-setting framework demands ongoing care and attention. An area of opportunity is to implement goals check-in within weekly 1-on-1s for managers and employees to discuss wins, blockers and help needed.

### **Chapter 6: Measuring Success and Continuous Improvement**

**Establishing Metrics for Success**

To gauge the impact of strategic goal setting, HR must identify key performance indicators (KPIs) that reflect both the process and outcomes of goal setting. Potential KPIs include:

- Alignment of individual goals with strategic objectives.
- Employee engagement and satisfaction with the goal-setting process.
- Achievement rate of set goals.

**Creating a Feedback Loop**

Continuous improvement is crucial for maintaining an effective goal-setting framework. Implement regular review cycles to assess goal progress, gather feedback from employees and managers, and adjust goals and processes as needed. This feedback loop ensures that the goal-setting framework remains dynamic and aligned with the organization's evolving needs.

**Leveraging Success Stories**

Highlighting and sharing success stories within the organization can reinforce the value of strategic goal-setting. These stories can serve as powerful examples of how aligning individual efforts with organizational strategy can lead to significant achievements.

### **Conclusion: Charting the Future of HR Through Strategic Goal Setting**

In concluding our journey through strategic goal setting within HR, we've illuminated a path where HR not only supports but drives organizational success. As HR professionals, you stand at the precipice of transformation, ready to integrate strategic goal-setting into the fabric of your organizations.

Embracing tools like [Topicflow](https://www.topicflow.com/pricing/) can be your next step in this evolution, offering a platform that simplifies alignment, enhances transparency, and fosters a culture of continuous improvement and strategic thinking.

[Topicflow](https://www.topicflow.com/pricing/) empowers you to seamlessly connect organizational strategy with individual goals & KPIs, while seamlessly visualizing the connection to action items and tasks. This ensures that every team member is aligned and moving in the same direction. Let's embrace this opportunity to redefine HR's role, leveraging [Topicflow](https://www.topicflow.com/pricing/) to turn strategic goals into a dynamic force for organizational success.

The future of HR is strategic, and with the right tools and mindset, there's no limit to what we can achieve together.


Strategic Goal Setting in HR: A Framework for Organizational Success


In the modern workplace, the role of managers transcends beyond mere supervision to act as catalysts for team success and organizational growth. But, how do we gauge the effectiveness of our managers? Inspired by insights from leadership expert Libby Stewart and equipped with best practices from across the industry, this blog post offers a comprehensive guide to crafting a robust process for measuring manager effectiveness.

## Introduction

Imagine a world where every manager knows precisely what to do to help their team excel. Sounds ideal, right? Achieving this starts with understanding and measuring manager effectiveness. But it's not just about the outcomes; it's about the journey there. Let's dive into how we can measure and enhance managerial effectiveness, making it an exciting adventure rather than a mundane task.

## What Makes a Manager Effective?

Let's define what makes a manager truly effective:
* **Outcome-Oriented:** They achieve and exceed goals consistently.
* **Behavior-Driven:** Their approach and actions lead to positive outcomes.
* **Engagement-Focused:** They set ambitious goals and foster an environment of growth and feedback.
* **Adaptable:** They listen, learn, and evolve their style to meet team needs.

## Measuring Manager Effectiveness: The Compass for Success

### Outcomes and Goals

Start with the end in mind. Define clear, measurable goals and outcomes that align with your organization's vision. But remember, it's not just about what is achieved but how it's achieved.

### Behavioral Assessment

Actions speak louder than words. Evaluate the behaviors and practices that lead to success. Are your managers setting the bar high, elevating their team, and engaging in continuous improvement practices?

Ideally running frequent Manager Effectiveness assessments to gather feedback more often, which allows for more rapid implementation. 

### Engagement and Development

A two-way street of growth. Encourage managers to engage in activities that promote team 

development and personal growth. Regular one-on-ones, feedback sessions, and setting stretch goals are golden practices here.

### Feedback and Adaptation

The mirror for growth. Implement a structured feedback mechanism to help managers refine their approach, adapt their style, and develop the soft skills necessary for effective leadership.

Viewing these metrics at a global level in some form of a chat, can make a world of difference in understanding gaps and strengths.

Tip: Have a look at an example of how you can identify key manager metrics with Topicflow.

![Assessment radar](/assets/blog/unlocking-managerial-excellence-radar.png)

## Let’s Dive into the Specific Metrics

### Metrics to track your Managers by:

* Team Goal Achievement
* Employee Engagement
* Retention Rates
* Team Skill Development
* Project Success
* Leadership Competencies

### Areas that take things a step further and tie effectiveness directly to company performance:

* Strategic Goal Achievement 
* Financial Performance Impact
* Operational Efficiency Gains
* Innovation Contributions
* Market Share Growth
* Customer Satisfaction Improvement
* Employee Skill Advancement

The real key here is to keep this lightweight and do it often. This way, you’re managers gain the feedback they need in real time. Allowing them to implement and be better for it immediately.


## Strategies for Enhancing Manager Effectiveness

### Setting Stretch Goals

Encourage your managers to aim high. Stretch goals not only push teams out of their comfort zones but also inspire innovation and creativity.

* **Identify Growth Areas:** Focus on key skills or projects where your team can significantly improve or innovate.
* **OKRs/SMART:** Goals should be ambitious yet achievable, with clear metrics for success.
* **Break Down into Steps:** Divide each stretch goal into smaller, manageable tasks to maintain momentum.
* **Support and Recognize Efforts:** Provide the necessary resources and celebrate milestones to encourage progress.

### Regular One-on-Ones & Consistent Structured Team Meetings

Communication is key. Regular one-on-one meetings between managers and their team members are crucial for setting expectations, providing feedback, and fostering a supportive environment.

### One-on-Ones:

* **Schedule Regularly:** Set a consistent frequency to signal the importance of individual development.
* **Prepare and Personalize:** Both manager and team member should come prepared with topics. 
* Tailor discussions to individual needs and goals.
* **Follow Up:** Implement agreed-upon actions to demonstrate commitment to personal growth.

### Team Meetings:

* **Establish Objectives:** Clearly define the purpose of each meeting to keep discussions focused and productive.
* **Encourage Participation:** Ensure all team members have a voice, fostering a collaborative atmosphere.
* **Document Actions:** Share agendas and minutes to keep everyone aligned and accountable.

Integrating daily tasks into one-on-ones with team meetings creates a balanced approach to leadership. This strategy ensures individual concerns inform team dynamics, aligning personal development with collective goals.

In Topicflow, pulling action items, goals or KPIs directly into one-on-ones and team meetings provides a much more tactical approach to every meeting.

![Goals](/assets/blog/unlocking-managerial-excellence-goals.png)

### Empowering with Technology

In today's fast-paced work environment, leveraging technology effectively is essential for managerial success, particularly in remote or hybrid settings. Here’s a concise action plan:

* **Adopt Collaborative Platforms:** Use platforms like Slack or Microsoft Teams to enhance team communication and collaboration, creating channels for specific projects or discussions.
* **Leverage Project Management Tools:** Integrate software like Asana or Jira to streamline task assignments, progress tracking, and deadline management.
* **Implement Performance Tracking Tools:** Use Topicflow for goal tracking, continuous feedback, and rapid assessments. Topicflow provides meeting tools that are integrated directly into your teams daily tools. Enabling managers to align on expectations. 
* **Tech Tool Training:** Beyond tool provision, offer targeted training sessions to maximize technology utility, from project management software optimization to data analytics proficiency.

### Practical Professional Development

Evolving beyond conventional training methods means embedding professional development into the managerial workflow for real-world impact:

* **Tailored Learning Paths:** Design learning programs specific to each manager's needs and career ambitions, such as conflict resolution or leadership skills, incorporating courses, coaching, and relevant reading materials.
* **Microlearning:** Implement concise, targeted training sessions that fit into daily routines, covering key skills like feedback delivery, delegation, or time management.
* **Hands-on Projects:** Encourage the application of new skills through leadership on pilot projects, facilitating experiential learning and skill reinforcement.
* **Peer Learning Groups:** Establish forums for managers to exchange insights, tackle challenges, and collaboratively find solutions, enhancing collective learning.
* **Feedback Integration:** Prioritize feedback in development processes, using it to refine approaches and skills post-implementation, supported by regular review sessions.

## The Do's and Don'ts of Measuring Manager Effectiveness

### Do:

* **Incentivize Positive Behaviors:** Reward managers for engaging in practices that lead to growth and success.
* **Use a Variety of Metrics:** Combine quantitative outcomes with qualitative assessments for a holistic view.
* **Foster a Culture of Continuous Improvement:** Make learning and development an ongoing journey for your managers.

### Don't:

* **Overemphasize Outcomes:** Remember, the end doesn't always justify the means. How goals are achieved is equally important.
* **Neglect Soft Skills:** Effective communication, empathy, and adaptability are crucial for managerial success.
* **Underestimate the Power of Feedback:** Both giving and receiving feedback are essential for growth. Encourage an open feedback culture.

## Conclusion: Crafting Your Map to Managerial Excellence

Measuring manager effectiveness is not a one-size-fits-all endeavor. It requires a tailored approach that aligns with your organizational values and goals. By focusing on outcomes, behaviors, engagement, and continuous feedback, you can create a strong foundation for managerial success. Remember, the goal is to make this process as engaging and actionable as possible, transforming the way managers lead and teams thrive.

As you embark on this journey, keep in mind that measuring and enhancing manager effectiveness is an ongoing adventure. It's about setting the course, navigating the challenges, and celebrating the victories along the way. 


## Looking to improve the impact of your managers?


[Topicflow](https://www.topicflow.com) is a game-changer in elevating manager effectiveness, merging rapid assessments with goal alignment and tracking tools to provide managers with instant feedback for swift improvement.

This powerful combination not only helps managers refine their skills but also offers leadership teams insight into managerial skill gaps, ensuring team objectives are seamlessly aligned with overarching company goals for strategic advancement.


Unlocking Managerial Excellence: A Blueprint for Measuring Effectiveness


Want to make sure goals and initiatives are being worked on in your organization? Assign them to one and “only one” owner. It’s incredibly important to make it clear who is responsible and accountable for a goal. Eliminate ambiguity.

If a goal is not assigned to anyone, nobody is going to pick it up and work on it. Employees are already busy with their work.

On the opposite, having multiple owners creates multiple problems:
- As a leader, who do you ask for a progress update?
- It does not foster a sense of ownership and can demonstrate a lack of trust in the owners’ ability to achieve the goal. Goal ownership can be a great way to develop leadership skills.
- It becomes ambiguous how owners are going to share the work and decide how to move forward. This could lead to extensive deliberation and consensus building, resulting in slowing down the pace of execution and reaction.
- The multiple owners might not have the same ability, capacity, and attention to dedicate to the goal’s achievement, resulting in friction between co-owners.
- It becomes more difficult to track progress as co-owners might have a different perception of the goal’s progress and milestones.

It does not mean that a single goal owner is working alone… Teammates can help & contribute to the goal, but it sets clear expectations that the sole responsible for driving progress is the goal owner.


The one trick to ensure that goals will be worked on


Have you ever been in an all hands meeting hearing for the nth times the company strategy that has not changed in months or years? That might sound annoying but I do think that leaders need to repeat themselves over and over regarding the company strategy and its goals.

Repeating your strategic goals is a great leadership practice for couple reasons:

- You ensure everyone is on the same page whether an employee joined 5 years ago or 5 weeks ago. Employees attend different meetings during the day, repeating the company goals & strategy guarantees everyone gets the key messages.
- It’s easy to get caught up in the tactical work and to forget the big picture. By frequently referencing the strategic goals in meetings, you align your teams on the work that needs to be done to achieve these goals. This creates clarity and focus. It simplifies the work that teams need to do to prioritize the tasks that contribute to these strategic goals.
- By making sure everybody understand the strategy and goals, you empowers team members to make decisions that align with these overarching goals. It creates a sense of shared purpose, and signals that their work matter.
- Finally, it allows frequent monitoring on the goal progress. Teams can assess achievements, celebrate milestones or identify where support and course correction might be needed. This ongoing evaluation allows teams to stay on track.

So leaders… make it a habit! Repeating the company strategic goals will foster a culture of accountability and achievement by creating alignment, focus and purpose for your teams. Don’t skip it!


Why repeating your strategic goals in every meetings is a good thing


Recruitment meetings are a great way to ensure that the right candidate is chosen for a given job. It is important to conduct these meetings in an organized and professional manner. Furthermore, it is important to take good notes during the meeting so that you can review the information later. Topicflow can be a great tool for helping to organize and document these meetings.

This article will provide 10 steps for conducting a strong recruitment meeting and writing effective notes with the help of Topicflow.

### Step 1: Set Clear Objectives

The first step for conducting a successful recruitment meeting is to set clear objectives. You should identify the purpose of the meeting and make sure that everyone involved understands that purpose. It is also important to set a time limit for the meeting, so that you can stay on track and accomplish the objectives in a timely manner.

### Step 2: Prepare a Checklist

Before starting the meeting, it is important to prepare a checklist of items that need to be discussed. This checklist should include topics such as the qualifications of potential candidates, job responsibilities, and key questions to ask during the meeting. This will help you stay on track and ensure that all important information is discussed.

### Step 3: Create an agenda and save it as a Topicflow Template

Creating an agenda to guide you meeting and save it as a reusable template in Topicflow. This can be a great way to organize and document any recruitment meeting, as well as create consistency across future meetings. You can prep your template by adding and organizing Topics (aka agenda items) to discuss.

Then, any time you schedule that type of meeting, you can immediately assign the template you know and trust, you can even the various Topics to certain people, and prepopulate the meeting with any necessary prep materials. This will help you to quickly review the information and make sure that nothing important is missed.

### Step 4: Make Sure Everyone is On the Same Page

Before diving into the specifics of the meeting, it is important to make sure that everyone is on the same page. Make sure that everyone understands the purpose of the meeting and the objectives that you wish to accomplish. This will help to ensure that the meeting is productive and efficient.

If you’re extra proactive, this can be done before the meeting even starts. Topicflow lets you send out a copy of what you’ve prepared as an email to the people joining your meeting, so you can let them know in advance what will be expected, and they can be better prepared as a result.

### Step 5: Ask Relevant Questions

During the meeting, it is important to ask relevant questions that will help you to understand each candidate's qualifications and abilities. Make sure to take notes during the meeting, so that you can review the information later.

### Step 6: Take Notes in Topicflow

Taking notes during the meeting is essential for reviewing the information later. Topicflow's note-taking feature can be a great tool for quickly jotting down important details.

### Step 7: Assign Action Items

It is important to assign tasks to individuals during the meeting. This will ensure that everyone is aware of their responsibilities and can work together to accomplish the objectives.

Topicflow makes this easier than ever by letting you highlight a note you’ve written and convert it into an Action Item.

### Step 8: Discuss Next Steps

At the end of the meeting, it is important to discuss the next steps that need to be taken. This will help to ensure that the process is moving in the right direction and that the objectives are being met.

### Step 9: Review Notes

After the meeting, it is important to review the notes that you took during the meeting. This will help to ensure that you have all the information that you need to make a decision.

### Step 10: Make a Decision

Once you have reviewed all the information, it is time to make a decision. Make sure to consider all the relevant factors when making your decision.

### Conclusion

Conducting a strong recruitment meeting and writing effective notes can be tricky, but it is essential for ensuring that the right candidate is chosen for a given job. Topicflow can be a great tool for organizing and documenting these meetings. This article provided 10 steps for conducting a strong recruitment meeting and writing effective notes with the help of Topicflow. By following these steps, you can ensure that the process is efficient, organized, and successful.


10 Steps for Conducting a Strong Recruitment Meeting


Recently, we have seen more and more conversation around keeping employees engaged and retaining top talent. Why? Because post covid we have all started to recognize how exhausted we are and employees are evaluating work differently. Trends we see such as “quiet quitting,” which is basically doing the absolute bare minimum to get a pay cheque, and the "Great Resignation” where we have seen a shift in employees leaving their jobs without giving any notice, explanation, or even having another role to go to.

While there is some argument about whether these trends are brand new or have always been around, one thing we can be certain of is that disengagement and turnover are costly. Retaining and engaging top talent is still critical now more than ever.

A study by the Work Institute found that the cost of losing an employee can be as high as 213% of their salary. Therefore, it is important for companies to take steps to prevent quiet quitting and improve retention of their employees.

According to a study by the Society for Human Resource Management, 44% of employees who quit their jobs do so without giving any notice. This can be damaging to the company, as it can lead to a loss of productivity due to the time it takes to re-hire and ramp new people (a minimum of 6 months in most cases). Not to mention the increased workload and demands placed on the remaining team members to “pick up the slack” often contribute to a negative company culture.

The pathway to strong employee retention however, is becoming even more complex as employees are seeking stronger relationships with their company and manager to remain committed.

## Enhancing Commitment to Companies

Not surprisingly, going back to basics is the answer.

In order to build ongoing trust, maintain open channels of communication and ensure manager relationships with employees are strong, we need to have regular one-on-one meetings. Both the frequency and the quality of these meetings need to be a core focus if you want to retain a committed workforce. These meetings help address any concerns or issues that an employee may have on an ongoing basis, and allow employers to flex according to the needs that arise in these critical conversations.

### Here are four ways that one-on-one meetings can help to enhance employee commitment:

1. **Creating Job Clarity**: One-on-one meetings provide an opportunity for employees to discuss their role within the company and ask any questions they may have. We so often overlook how important it is to continually re-align on the expectations of a role, especially as company direction and context shifts. This can help to clarify expectations and provide a better understanding of the employee's responsibilities, which both reduces anxiety related to performance and increases their sense of purpose and commitment to the company.
2. **Clarifying Role Expectations**: By regularly discussing role expectations with employees, managers can ensure that employees have a clear understanding of their responsibilities and how they fit into the overall goals of the company. This can help employees feel more valued and invested in the success of the organization. Regular check-ins to discuss progress are also highly motivating and much needed in times such as an impending recession, to affirm that our teams are indeed making progress (even when it may not feel like it).
3. **Crafting Ambiguous Job Roles**: In some cases, an employee's role may be ambiguous or not fully defined. One-on-one meetings can provide an opportunity for employees to discuss and shape their role within the company, which can increase their sense of ownership and commitment to the organization. This can also allow organizations to truly embrace innovation and creativity that comes with high performing team members that are able to creatively address gaps and problems they see in the business using their skills.
4. **Creating Trust**: At the core of regular 1on1s is building trust. Trust is an essential element of any healthy working relationship, and one-on-one meetings can be an effective way to build trust between employees and their managers. By regularly meeting with employees to discuss their concerns and ideas, managers can show that they value their contributions and create a culture of trust within the organization. The more trust you build, the more likely your employees are to disclose their challenges, intentions of potentially leaving, burning out or reasons for feeling disengaged.

## Middle Managers and Burnout

Middle managers, who are responsible for leading and managing a team, often face unique challenges that can lead to burnout. These challenges can include a lack of support from top management, conflicting priorities, and a lack of clear direction while juggling the demands from their teams. They often suffer from being the “meat in the sandwich,” so to speak.

Burnout among middle managers can have serious consequences, including decreased productivity, increased turnover, and a negative impact on company culture.

To address these challenges and prevent burnout, it is important for top teams to listen to the concerns of middle managers and provide the support and resources they need to effectively lead their teams. This can include providing training and development opportunities, setting clear goals and expectations, and giving middle managers the autonomy to make decisions and solve problems. If middle managers are having effective 1on1s with their teams, they need to be equipped to address the issues and the opportunities they identify in these conversations. By equipping middle managers with the tools and support they need, top teams can help to create a positive and sustainable work environment for all employees.

## Benefits of 1-on-1s

One-on-one meetings can provide numerous benefits for both employees and managers. In addition to enhancing commitment and preventing burnout, one-on-ones can also be an effective way to:

- **Foster open communication**: By regularly meeting with employees, managers can create an open and safe space for employees to share their ideas and concerns. This can help to build trust and foster a positive work environment.
- **Provide individualized support**: One-on-one meetings provide an opportunity for managers to focus on the specific needs and goals of each employee. This can help to identify and address any challenges or opportunities that may be unique to an individual employee.
- **Improve performance**: By setting goals and discussing progress during one-on-one meetings, managers can help employees stay on track and identify areas for improvement. This can lead to increased productivity and job satisfaction.

To make the most of your time together, it is important to come prepared to each one-on-one meeting. This can include setting specific goals or objectives for the meeting, bringing relevant data or materials to discuss, and being open and receptive to feedback. Being really intentional with the topics discussed and open and flexible to what your people need, you can have effective conversations that actually motivate performance.

By approaching one-on-ones with a clear purpose and an open mind, managers and employees can make the most of their time together and achieve positive outcomes for both the individual and the organization.

## The Definitive Guide to 1on1s

Here are some tips and advice for optimizing one-on-one meetings:

- **Set a regular schedule**: One-on-one meetings should be a regular part of your routine, rather than an ad-hoc occurrence. Establishing a regular schedule for one-on-ones, such as weekly or biweekly, can help to ensure that you have dedicated time to focus on the needs of your employees. Also, set up specific cadences for different types of conversations. For example, you could have quarterly career growth conversations, regular informal conversations to check in on health and wellness and kick start each quarter with goal orientated conversations.
- **Come prepared**: As mentioned above, it is important to come prepared to one-on-ones with specific goals or objectives in mind. This can help to ensure that you make the most of your time together and address any important issues or concerns.
- **Foster an open and safe environment**: One-on-ones should be a safe space for employees to share their thoughts and ideas. Encourage open and honest communication by actively listening and showing that you value their input.
- **Follow up on action items**: During one-on-ones, you may discuss specific action items or tasks that need to be completed. Make sure to follow up on these items to ensure that they are completed in a timely manner.
- **Be open to feedback**: One-on-ones provide an opportunity for employees to give feedback on their role, the team, and the company as a whole. Be open and receptive to this feedback, and consider ways to incorporate it into your team or organization.

One-on-one meetings are an effective tool for enhancing employee commitment to companies. By providing a safe and open space for communication, clarifying role expectations, and building trust, one-on-ones can help to prevent quiet quitting and improve retention. Additionally, by supporting middle managers and addressing burnout, companies can create a positive and sustainable work environment for all employees. By following the tips and advice outlined in this article, you can optimize your one-on-one meetings and create a positive and productive working relationship with your employees.


In the age of "quiet quitting" and the "great resignation" how do you truly enhance a person’s commitment to their company?


In the wake of the Covid-19 pandemic, many companies have had to quickly pivot to become remote-first or hybrid workplaces. This shift has caused a lot of confusion about when it’s appropriate to hold in-person meetings and when it’s best to keep them virtual.

In this article, we’ll discuss the best practices for determining when to make meetings in-person or remote, post-Covid-19.

## Understand the New Normal

The reality of the wake of the pandemic is that there are many health and safety concerns that must be taken into account when deciding when to make meetings in-person or remote. It’s important to understand the new normal and what that means for your organization and its employees.

If you’re in an area that has relaxed pandemic restrictions, then you may feel more comfortable holding in-person meetings. However, it’s also important to keep in mind that not every employee may feel comfortable attending an in-person meeting, even if they live in an area with relaxed restrictions.

## Consider the Benefits and Drawbacks of In-Person and Remote Meetings

When deciding whether to make meetings in-person or remote, it’s important to consider the benefits and drawbacks of both.

In-person meetings can be beneficial in that they allow for better communication and collaboration. They’re also great for team building and fostering relationships.

However, they can also be more time-consuming and expensive to set up. Additionally, if the meeting involves employees from different areas, it may be difficult to get everyone in the same room.

Remote meetings, on the other hand, are more convenient and cost-effective. They also allow for greater participation from employees who may not be able to attend an in-person meeting.

The drawbacks of remote meetings, however, include reduced collaboration and difficulty in fostering relationships between team members.

## Consider the Type of Meeting

When deciding when to make meetings in-person or remote, it’s important to consider the type of meeting that is being held.

For example, if the meeting is focused on brainstorming or problem-solving, then an in-person meeting may be more effective. This is because it allows for more collaboration and face-to-face interaction.

On the other hand, if the meeting is focused on providing information or updates, then a remote meeting may be more effective. This is because it allows for more participation from remote employees and is less time-consuming.

## Evaluate the Necessity of the Meeting

Finally, when deciding whether to make meetings in-person or remote, it’s important to evaluate the necessity of the meeting.

If the meeting is essential for the success of the project, then it may be worth the effort to organize an in-person meeting. However, if the meeting is not essential, then a remote meeting may be more appropriate.

## Final Thoughts

When deciding when to make meetings in-person or remote, it’s important to consider the new normal, the benefits and drawbacks of both in-person and remote meetings, the type of meeting being held, and the necessity of the meeting. With these factors in mind, you should be able to make an informed decision about when to make meetings in-person or remote.


How to Determine When to Make Your Meetings In-person or Remote


Microsoft Teams is a powerful collaboration platform that can help individuals and teams across organizations be more productive. With its wide range of features, MS Teams provides a great way for groups to communicate, collaborate, and manage tasks. But with so many features, it can be hard to know where to start. To help teams make the most of Teams, here are 20 best Microsoft Teams tips to improve team productivity.

1. Use the Quick Start Guide: Microsoft has created a comprehensive Quick Start Guide that can help teams get up and running quickly. The guide covers everything from setting up a team to managing conversations and tasks.
2. Utilize Channels and Conversations: Teams makes it easy to organize conversations by using channels. Channels can be used to focus conversations around specific topics and keep conversations organized and focused. Additionally, conversations can be pinned so that team members can easily reference them.
3. Set Team Goals: Teams can use the Goals feature to set and track team goals. This can help teams stay on track and ensure that everyone is working towards the same objectives.
4. Stay Organized with Tabs: Teams offers a variety of tabs that can be used to organize team information and resources. This can help teams quickly find the information they need and stay organized.
5. Create a Team Wiki: Teams can create a Team Wiki to easily store information and resources. This can be used to store important documents, links, and other information that team members need to reference.
6. Use @Mentions: Mentions can be used to draw attention to a specific message or to call out a team member who needs to take action.
7. Take Advantage of File Sharing: Teams makes it easy to share files with teammates. Teams can also use file sharing to collaborate on documents and share resources.
8. Create Custom Views: Teams provides the ability to create custom views to quickly access important information. This can be used to create a view for a specific project or team and quickly access the information needed.
9. Use Instant Messaging: Teams includes an instant messaging feature that can be used to quickly communicate with teammates. This can be used to quickly ask questions or get updates from team members.
10. Take Advantage of Video Calls: Teams includes a video call feature that can be used to host virtual meetings. This can help teams stay connected and ensure that everyone is on the same page.
11. Assign Tasks: Teams offers the ability to assign tasks to teammates. This can help teams stay organized and ensure that tasks are completed on time.
12. Schedule Meetings: Teams provides the ability to easily schedule meetings. This can help teams stay on track and ensure that everyone is available when needed.
13. Use the Activity Feed: Teams has an activity feed that can be used to quickly see what’s happening in the team. This can help teams stay up to date on progress and ensure that everyone is on the same page.
14. Use the Mobile App: Teams offers a mobile app that can be used to stay connected on the go. This can be used to check in on conversations, assign tasks, and more.
15. Use Bots: Teams includes bots that can be used to automate tasks and quickly access information. This can help teams save time and stay organized.
16. Utilize Keyboard Shortcuts: Teams offers a variety of keyboard shortcuts that can be used to quickly access features and navigate the app.
17. Use Custom Notifications: Teams provides the ability to set custom notifications. This can help teams stay up to date on important changes without having to constantly check the app.
18. Use the Search Feature: Teams includes a powerful search feature that can be used to quickly find information. This can help teams quickly access the information they need.
19. Integrate Other Apps: Teams can be integrated with other apps to extend its functionality. This can be used to add additional features and functionality to the platform.
20. Take Advantage of Training Resources: Microsoft offers a variety of training resources to help teams get the most out of Teams. This can help teams quickly learn the platform and become more productive.

By following these best Microsoft Teams tips, teams can make the most of the collaboration platform and become more productive. Microsoft Teams is a powerful tool that can help teams stay connected and collaborate effectively. With the right tips, teams can maximize their use of the platform and become more productive.


20 Best Microsoft Teams Tips to Improve Team Productivity


With the advent of digital technology, managing meetings has become easier than ever before. However, if you’re looking to make the most of your meetings and boost their productivity, Google Calendar is an invaluable tool.

Here are 20 Google Calendar hacks to help you stay organized, productive, and on top of your meetings.

1. Utilize calendar sharing: Google Calendar’s calendar sharing feature allows you to share your calendar with selected individuals or everyone with a Google account. This allows those you’ve shared your calendar with to view your upcoming meetings and book time with you.

    To be extra efficient here, consider setting of Contact Groups, and sharing your calendar amongst Groups that you’ve created.

2. Set up reminders: Google Calendar can send you reminders for upcoming meetings so you don’t forget them. You can set it up to remind you of minutes, hours, or days before the meeting.

    You can also set up multiple reminders, if you’re the type of person who might need more than one nudge (I’m one of those people).

3. Use multiple calendars: Google Calendar lets you create multiple calendars, so you can keep track of your meetings and other events separately. This is especially useful if you’re managing multiple projects and have different meetings for each one.

4. Block out time for yourself: It’s easy to get caught up in meetings and forget to make time for yourself.

    To make sure you have some time for yourself, create a “Me Time” calendar and block out time for yourself each week.

5. Make use of the “Find a time” feature: The “Find a time” feature allows you to find a time when everyone in the meeting is free. This is especially useful for large meetings with multiple attendees.

6. Invite people using their emails: When you’re creating a meeting, you can invite people by their email address. This is especially useful if you’re inviting people outside of your organization who don’t have Google Accounts.

7. Automate meeting reminders: You can automate meeting reminders to be sent to attendees before the meeting. You can set it up to send a reminder minutes, hours, or days before the meeting.

8. Link meetings with projects: You can link meetings with projects in Google Calendar. This allows you to keep track of which meetings are related to which projects and see their progress.

9. Utilize quick add: The “Quick Add” feature allows you to quickly add meetings to your calendar by typing in the meeting details. This is especially useful if you need to add a meeting quickly.

10. Use the calendar for notes: Google Calendar allows you to add notes to your meetings. This is especially useful for meetings where you need to take notes or make decisions.

11. Utilize the “Schedule” view: When you’re creating a meeting, you can use the “Schedule” view to see a visual representation of which times are available. This makes it easier to find a time that works for everyone.

12. Add alerts to events: You can add alerts to events in Google Calendar. This allows you to be reminded of important events and make sure you don’t miss them.

13. Integrate other calendars: You can integrate your other calendars (such as Outlook or iCloud) into Google Calendar. This allows you to keep track of all your meetings in one place.

14. Utilize the “Recurring” option: When you’re creating a meeting, you can set it up to be a recurring meeting. This allows you to create a series of meetings that will repeat at the same time each week, or at another frequency of your choosing.

15. Automate calendar invites: You can automate calendar invites to be sent out to attendees. This allows you to save time and ensure everyone gets the invite.

16. Add other attendees quickly: When you’re creating a meeting, you can add other attendees quickly. This allows you to add multiple attendees to the meeting at once.

17. Utilize the “Agenda” view: When you’re creating a meeting, you can use the “Agenda” view to see a list of all the meetings you have scheduled. This allows you to quickly see which meetings you have and when they are.

18. Utilize the “Explore” feature: The “Explore” feature allows you to search for events and meetings in your area. This is especially useful if you’re looking to attend a specific event or meeting.

19. Create custom labels: Google Calendar allows you to create custom labels for your meetings. This allows you to quickly identify and categorize your meetings.

20. Use the “Create Event” feature: The “Create Event” feature allows you to quickly create a meeting with all the necessary details. This is especially useful if you need to create a meeting quickly.

Using Google Calendar to stay organized and productive is an invaluable tool. With these 20 Google Calendar hacks, you can make the most of your meetings and boost their productivity.

References:

1. [https://support.google.com/calendar/answer/6084018?hl=en](https://support.google.com/calendar/answer/6084018?hl=en)
2. [https://support.google.com/calendar/answer/37118?hl=en](https://support.google.com/calendar/answer/37118?hl=en)
3. [https://support.google.com/calendar/answer/37082?hl=en](https://support.google.com/calendar/answer/37082?hl=en)
4. [https://support.google.com/calendar/answer/6084018?hl=en](https://support.google.com/calendar/answer/6084018?hl=en)
5. [https://support.google.com/calendar/answer/37118?hl=en](https://support.google.com/calendar/answer/37118?hl=en)
6. [https://support.google.com/calendar/answer/37082?hl=en](https://support.google.com/calendar/answer/37082?hl=en)
7. [https://support.google.com/calendar/answer/6084018?hl=en](https://support.google.com/calendar/answer/6084018?hl=en)
8. [https://support.google.com/calendar/answer/37118?hl=en](https://support.google.com/calendar/answer/37118?hl=en)
9. [https://support.google.com/calendar/answer/37118?hl=en](https://support.google.com/calendar/answer/37118?hl=en)
10. [https://support.google.com/calendar/answer/6084018?hl=en](https://support.google.com/calendar/answer/6084018?hl=en)
11. [https://support.google.com/calendar/answer/37118?hl=en](https://support.google.com/calendar/answer/37118?hl=en)
12. [https://support.google.com/calendar/answer/37082?hl=en](https://support.google.com/calendar/answer/37082?hl=en)
13. [https://support.google.com/calendar/answer/6084018?hl=en](https://support.google.com/calendar/answer/6084018?hl=en)
14. [https://support.google.com/calendar/answer/37118?hl=en](https://support.google.com/calendar/answer/37118?hl=en)
15. [https://support.google.com/calendar/answer/6084018?hl=en](https://support.google.com/calendar/answer/6084018?hl=en)
16. [https://support.google.com/calendar/answer/37118?hl=en](https://support.google.com/calendar/answer/37118?hl=en)


Top 20 Google Calendar Hacks to Boost Meeting Productivity


Meeting productivity can be a major challenge for busy professionals. With the right Outlook calendar hacks, however, you can take control of your meeting schedule and ensure that you get the most out of each gathering. Here are 20 Outlook calendar hacks to boost meeting productivity.

1. Use color coding to organize your calendar. Color coding can help you quickly identify different types of meetings and appointments on your calendar. For example, you can assign a different color for client meetings, internal meetings, and personal appointments.
2. Set up meeting scheduling templates. Using templates for your Outlook calendar can help save time when scheduling meetings. This way, you can quickly input the same information into each meeting request without having to enter it again manually.
3. Utilize calendar sharing. If you’re working with a team, you can use calendar sharing to keep everyone on the same page. This way, everyone can easily see when colleagues are available for meetings and when you’re unavailable.
4. Create a calendar for recurring meetings. If you have recurring meetings, you can create a separate calendar just for them. This will help you easily identify which meetings are recurring and which are one-off.
5. Create meeting agendas in advance. Creating a meeting agenda in advance will help ensure that you’re organized and prepared for each meeting. This way, you’ll be able to focus on the most important items and avoid wasting time on unnecessary topics.
6. Schedule enough time for each meeting. Make sure that you’re scheduling enough time for each meeting. If you’re running back-to-back meetings, make sure that you’re allowing yourself enough time to transition from one meeting to the next.
7. Use Outlook’s reminder feature. Outlook’s reminder feature can help you stay on top of your meetings. You can set reminders for yourself to help you prepare for each meeting and to remind yourself to follow up with attendees after the meeting.
8. Take advantage of Outlook’s “Send Availability” feature. This feature allows you to quickly see when you’re available for a meeting without having to manually check your calendar. This can save you a lot of time when it comes to scheduling meetings.
9. Set up a meeting room or conference room calendar. If you’re using a shared meeting space, you can set up a calendar just for that space. This way, you can easily see which times are available and which times are already booked.
10. Use the “Quick Steps” feature. The Quick Steps feature in Outlook allows you to quickly perform common tasks such as creating a meeting request or forwarding an email. This can help save you time when managing your calendar.
11. Utilize meeting templates. Meeting templates can help you quickly create meeting requests and save time. You can create templates for different types of meetings and customize them to your needs.
12. Use the “Suggested Times” feature. Outlook’s Suggested Times feature can help you quickly find the best time to schedule a meeting. You can enter the contact information for an attendee and Outlook will provide you with a list of suggested times that work for everyone.
13. Take advantage of Outlook’s “Do Not Disturb” feature. This feature allows you to set a specific time period during which you won’t receive any notifications from Outlook. This can be useful if you need to focus on preparing for a meeting without being distracted by other emails or notifications.
14. Set up automated reminders. Automated reminders can help you stay on top of your calendar. You can set up Outlook to send reminders for upcoming meetings or for any tasks that need to be completed before the meeting.
15. Use the “Find Available Time” feature. The Find Available Time feature allows you to quickly find times when everyone is available for a meeting. You can enter the contact information for each attendee and Outlook will provide you with a list of times that work for everyone.
16. Set up calendar “rules” to automatically accept or decline meeting requests. You can set up rules in Outlook to automatically accept or decline meeting requests based on certain criteria. This can help save you time when managing your calendar.
17. Use the “Send to Calendar” feature. The Send to Calendar feature allows you to quickly add an event to your calendar from any email or website. This can be useful if you’re scheduling a meeting with someone who isn’t in your Outlook contacts.
18. Use Outlook’s “Invite Attendees” feature. The Invite Attendees feature allows you to quickly invite multiple people to a meeting. You can enter their contact information and Outlook will automatically create a meeting request that you can send to them.
19. Utilize the “Meeting Subject” feature. The Meeting Subject feature allows you to quickly identify the purpose of each meeting. You can enter a brief description of the meeting and it will appear in the subject line of the meeting request.
20. Set up location-based alerts. Location-based alerts can help you stay on top of your meetings with remote attendees. You can set up an alert to remind you when you need to leave for a meeting or when a meeting is scheduled in a different time zone.

Using these Outlook calendar hacks can help you take control of your meeting schedule and ensure that you get the most out of each gathering. With a few simple tweaks, you can boost your meeting productivity and make the most of your time.


Top 20 Outlook Calendar Hacks to Boost Meeting Productivity


It can be difficult to give your boss feedback, especially if it’s critical feedback. However, it’s important to communicate openly and honestly with your boss in order to improve the workplace. Here are a few suggestions for how to approach the situation:

1. **Choose the right time and place to have the conversation.**

Don’t try to give feedback in the middle of a meeting or when your boss is rushed or stressed. Instead, schedule a time to talk when you can both focus on the conversation.

1. **Be specific and concrete in your feedback.**

Instead of saying “your meetings are terrible,” try to provide specific examples of what you think could be improved. For example, “I feel like we often spend too much time discussing irrelevant topics in meetings, and it’s hard to stay engaged.”

1. **Focus on the behavior, not the person.**

Avoid making personal attacks or criticism. Instead, focus on specific actions or behaviors that you think could be improved. For example, “I think it would be helpful if you spent more time outlining the agenda and goals for each meeting, so we know what to expect and can prepare in advance.”

1. **Be open to hearing your boss’s perspective.**

Your boss may have a different perspective on the meetings, and it’s important to listen to their thoughts and ideas. Be open to hearing their feedback and suggestions as well.

1. **Be prepared to offer suggestions for improvement.**

In addition to pointing out what you think could be improved, it can also be helpful to offer suggestions for how to make the meetings more effective. For example, “One idea might be to send out an agenda beforehand, so we can come prepared to discuss the topics on the list.”

Overall, the key is to approach the conversation in a constructive and respectful manner, and to focus on specific actions that can be improved. By doing so, you can help to create more effective meetings and a better work environment for everyone.


How can I tell my boss that he/she runs terrible meetings?


One-on-one meetings with your manager are an important part of any job. They provide an opportunity for you to discuss any issues or concerns you may have, and to receive feedback on your performance. Preparing for these meetings can be a daunting task, but it is essential to ensure that you get the most out of them.

This guide will provide you with tips on how to prepare for one-on-one meetings with your manager.

## Set an agenda:

Before the meeting, it is important to set an agenda with your manager. This will help to ensure that all topics that need to be discussed are addressed in the meeting. Make sure to provide your manager with a list of topics that you would like to discuss, as well as any questions you may have.

## Know your goals:

Before the meeting, it is important to know what goals you want to achieve from the meeting. This will help you to focus your discussion and ensure that all topics are addressed.

It is also important to have a clear idea of what you expect from your manager, as well as what they expect from you.

## Gather feedback:

Before the meeting, it is important to gather feedback from colleagues and peers. This will help to provide you with an understanding of how others perceive your performance and can be useful for discussing your goals with your manager.

## Update your records:

Before the meeting, it is important to update your records, such as performance reviews and job descriptions. This will help to ensure that you are prepared to discuss any changes or updates that may be needed.

## Prepare questions:

Before the meeting, it is important to prepare questions to ask your manager. This will help to ensure that all topics are addressed and that you receive the answers that you need.

## Take notes:

During the meeting, it is important to take notes. This will help to ensure that you remember all of the topics discussed, as well as any action items or follow-up tasks.

## Be proactive:

During the meeting, it is important to be proactive in discussing any issues or concerns. This will help to ensure that all topics are addressed and that any solutions are identified.

## Follow up:

After the meeting, it is important to follow up with your manager. This will help to ensure that all topics are addressed and any tasks are completed on time.

One-on-one meetings with your manager can be a valuable opportunity to discuss any issues or concerns, as well as to receive feedback on your performance. By following these tips, you will be well-prepared for your next one-on-one meeting with your manager.


How to Prepare for 1-on-1s with your Manager


As the role of a software engineer becomes more prominent in today’s technology-driven world, the need for proper management of these professionals also increases. In order to achieve success, it is important to understand how to manage software engineers in a way that benefits both the employer and the employee. The following tips can help to create a productive and positive working environment for software engineers.

## 1. Encourage creativity and new ideas

The most important asset of a software engineer is their mind. In order to get the most out of them, it is important to encourage creativity and new ideas. This can be done by providing opportunities for them to work on new and innovative projects, as well as giving them the freedom to explore new technologies and ideas.

## 2. Promote a culture of collaboration

In order to create a successful product, it is important to have a team of engineers that can work together collaboratively. This means promoting a culture of collaboration within the team, where each member feels comfortable sharing their ideas and working together to reach a common goal.

## 3. Encourage continuing education

The field of software engineering is constantly changing and evolving. In order to keep up with the latest trends and technologies, it is essential to encourage continuing education for your team members. This can be done by providing opportunities for them to attend conferences and workshops or by investing in training and development programs.

## 4. Reward success

It is important to recognize and reward success when it happens. This helps to motivate software engineers to continue doing their best work and also sets the tone for the rest of the team. When success is recognized and celebrated, it helps to create a positive and productive working environment.

## 5. Be open to feedback

In order to manage software engineers effectively, it is important to be open to feedback. This means being willing to listen to their suggestions and ideas, and taking them into consideration when making decisions. It is also important to provide feedback to them on their work, so that they can continue to improve and grow.

By following these tips, you can create a productive and positive working environment for software engineers. By encouraging creativity, collaboration, and continuing education, you can set your team up for success.


5 Tips for Managing Software Developers


Sprint planning is an essential component of any product manager’s job. It allows you to take a step back from the day-to-day grind and think about the big picture. What features need to be built? What is the most important thing to work on right now?

A good sprint planning session will result in a clear, actionable plan that everyone on the team can get behind. But all too often, sprint planning devolves into a heated debate about what should be included in the sprint. In this guide, we’ll share some tips on how to make your sprint planning sessions more effective.

## Define the Goal of the Sprint

Before you even start planning, it’s important to take a step back and define the goal of the sprint. What are you trying to accomplish? This may seem like a no-brainer, but it’s important to be clear about what you’re trying to achieve.

Are you trying to launch a new feature? Get feedback on a prototype? Ship a minimum viable product? Once you’ve defined the goal, you can start to think about what needs to be done to achieve it.

## Get the Right People in the Room

Sprint planning is not the time to have a “team meeting.” You should only invite the people who are actually going to be doing the work. This usually includes the product manager, the development team, and anyone else who is directly involved in the sprint.

If you have a large team, it may make sense to break up into smaller groups. Each group can then plan their own sprint and come back together to share what they’ve been working on.

## Set a Time Limit

Sprint planning can quickly turn into a marathon session if you’re not careful. To keep things on track, it’s important to set a time limit. Do you best to limit sessions to two hours or less.

If you find that you need more time, you can always schedule a follow-up meeting, but in general, you should try to keep things as concise as possible.

## Write Down the User Stories

User stories are a key part of sprint planning. They help to define the work that needs to be done and ensure that everyone is on the same page.

Before the sprint planning session, the product manager should write down all of the user stories that need to be completed. These should be specific, measurable, and achievable.

During the sprint planning session, each user story should be discussed in detail. The development team should identify any risks or dependencies. And the product manager should make sure that the user story is properly prioritized.

## Create a Task List

Once the user stories have been identified, it’s time to start creating a task list. This is where the rubber meets the road and the real work of the sprint begins.

The task list should be as specific as possible. Each task should be assigned to a specific person and have a due date. The goal is to make sure that everyone knows what they need to do and when it needs to be done.

## Make a Commitment

At the end of the sprint planning session, it’s important to make a commitment. The product manager should commit to delivering the user stories and the development team should commit to completing the tasks.

This commitment should be made in writing, either in an email or in the project management tool. This will help to ensure that everyone is held accountable for their part of the sprint.

Sprint planning is an essential part of any product manager’s job. By following these tips, you can make sure that your sprint planning sessions are more effective and productive, but it doesn’t stop there, you’ll want to bookend the sprint with a Retrospective Meeting at the end.

## Hold a Retrospective

At the end of the sprint, it’s important to hold a retrospective. This is a meeting where the team can discuss what went well and what could be improved.

The retrospective should be held as soon as possible after the sprint. This will help to ensure that lessons are learned and improvements are made.

***[Use this Sprint Retro Meeting Agenda Template in Topicflow. →](https://www.topicflow.com/template/21/)***


The Product Manager’s Guide to Better Sprint Planning


Today, Topicflow launched its new meeting and agenda app with innovative, multiplayer agendas designed to help teams make decisions and take action.

To help teams make decisions and take action, Topicflow launches with smart, multiplayer agendas designed to work with your favorite calendar: Google Calendar or Outlook Calendar.

With Topicflow, teams can easily create and share agendas, vote on items, and take action items. The app also features a built-in chat function, so teams can discuss items and make real-time decisions.

Topicflow is the perfect tool for teams who want to be more productive and efficient in their meetings. With its intelligent, multiplayer agendas, teams can make decisions faster and take action items more effectively. Try Topicflow today and see how it can help your team get more done.

With Topicflow, now managers and their teams can:

- Get everyone on the same page: With our unique agenda format, everyone can see what's been decided, what's still up for discussion, and what needs to happen next—all in one place.
- Make decisions faster: Topicflow's multiplayer agendas let you move items around and vote on them in real-time, making decisions quickly and efficiently.
- Take action immediately: Once you've decided on a course of action, you can create action items and assign them to team members right from the app.

To learn more and start using Topicflow today, visit our website to sign-up for free.

If you like what you see, please take a moment to check out our launch on Product Hunt and upvote or comment to show your support. [https://www.producthunt.com/posts/topicflow](https://www.producthunt.com/posts/topicflow)


Topicflow Launches Smart, Multiplayer Agenda App


[*Recommended Meeting Template: Daily Stand-Up*](https://www.topicflow.com/template/19/)

The Daily Scrum is a key component of the Scrum framework, and is essential to the success of any Scrum project. The purpose of the Daily Scrum is to allow the Scrum team to inspect their progress towards the Sprint goal, and to identify any impediments to progress. The Daily Scrum is also an opportunity for the team to assess their ability to meet the Sprint goal, and to make any necessary adjustments to their plan.

The Daily Scrum should be conducted at the same time and place each day, and should last no more than 15 minutes. The Scrum Master should start the Daily Scrum by reminding the team of the Sprint goal, and then each team member should briefly answer the following three questions:

1. What did you do yesterday to help the team meet the Sprint goal?
2. What do you plan to do today to help the team meet the Sprint goal?
3. Are there any impediments in your way that are preventing you from meeting the Sprint goal?

After each team member has answered these questions, the Scrum Master should facilitate a discussion to help the team identify any potential solutions to their impediments. The Scrum Master should then adjourn the Daily Scrum, and the team should get to work on their Sprint goal.

If conducted properly, the Daily Scrum can be an extremely effective tool for Scrum teams. By providing a daily opportunity for the team to inspect their progress and identify any impediments, the Daily Scrum helps to ensure that the team remains focused and on track. Additionally, the Daily Scrum can help to improve communication within the team, and can help to build trust and collaboration.

If you're having trouble getting your team to buy into the Daily Scrum, or if you're struggling to make it effective, here are a few tips:

1. Make sure that everyone on the team understands the purpose of the Daily Scrum, and is committed to making it work.
2. Hold the Daily Scrum at the same time and place each day, and stick to the 15 minute time limit.
3. Make sure that each team member is prepared to answer the three Daily Scrum questions.
4. Encourage team members to openly share any impediments they are facing, and help to facilitate a discussion to identify potential solutions.
5. adjourn the Daily Scrum as soon as all three questions have been answered, and make sure the team gets to work on their Sprint goal.


How to Run a Great Daily Scrum Meeting



## What is an Agile Meeting?

An agile meeting is a gathering of people held to discuss, plan, and track the progress of a project that is being developed using the agile methodology. Originally it was the "[Agile Manifesto](https://agilemanifesto.org/).”

Some of the methods that came out of that are:

- Scrum
- [XP](https://www.wikiwand.com/en/Extreme_programming)
- [Kanban](https://www.wikiwand.com/en/Kanban_(development))

This type of meeting is typically shorter and more focused than traditional project meetings, as the agile approach emphasizes constant communication and collaboration among all team members.

We previously blogged about the types of Scrum meetings in this post: ****[*What is a Scrum Meeting? A Breakdown of the Different Types*](https://www.topicflow.com/posts/what-is-a-scrum-meeting-a-breakdown-of-the-different-types/)****; in this article, we look at meetings that fall outside of Scrum, but still fit into the Agile Methodology.

## Why Hold an Agile Meeting?

There are many reasons why you might want to hold an agile meeting. Typically, these meetings are used to:

- Get everyone on the same page: When you’re working on a complex project, it’s important to make sure that everyone is on the same page. An agile meeting can help ensure that everyone is aware of the project’s goals, objectives, and deadlines.
- Make decisions: Many agile meetings are used to make decisions about the project. This could include deciding which features to include in the next release, or how to resolve a conflict between team members.
- Keep track of progress: One of the most important aspects of an agile meeting is tracking the project’s progress. This information can be used to identify areas that are behind schedule, and to make adjustments to the project plan accordingly.
- Identify problems: Another key purpose of an agile meeting is to identify any problems that have arisen during the course of the project. This could include anything from technical issues to interpersonal conflicts. By identifying these problems early, you can take steps to resolve them before they cause further delays.

## Who Should Attend an Agile Meeting?

The answer to this question will vary depending on the specific project you’re working on. However, in general, there are three groups of people who should always be included in an agile meeting:

- The project manager: The project manager is responsible for ensuring that the project stays on track. As such, they should always be included in agile meetings so that they can provide updates on the project’s progress and make sure that everyone is on the same page.
- The development team: The development team is responsible for actually building the project. They should be included in agile meetings so that they can provide input on the project’s direction and identify any potential problems.
- The stakeholders: The stakeholders are the people who have a vested interest in the project’s success. This could include the project’s sponsors, the client, or anyone else who stands to benefit from the project’s completion. Stakeholders should be included in agile meetings so that they can provide feedback and ensure that the project is meeting their needs.

## When Should an Agile Meeting be Held?

The frequency of agile meetings will vary depending on the specific project you’re working on. However, in general, these meetings should be held on a regular basis – once a week is a good starting point, and you can adjust from there as needed.

Some projects may require more frequent meetings, particularly if there is a lot of ground to cover or if the project is facing some challenges. However, as a general rule, you should try to limit the number of agile meetings you hold so that they don’t start to interfere with the project’s actual development.

## How to Hold an Agile Meeting

Now that you know why and when to hold an agile meeting, it’s time to learn how to actually conduct one. Here are some tips to help you get started:

1. **Keep it focused**: One of the most important aspects of an agile meeting is that it should be focused. This means that you should have a specific goal or objectives for the meeting, and that everyone in attendance should be aware of these goals.

    **Tip**: To help keep the meeting focused, create an agenda beforehand and distribute it to all attendees. This will ensure that everyone is on the same page and that the meeting stays on track.


1. **Encourage participation**: Another key aspect of an effective agile meeting is that it should encourage participation from all attendees. This means that everyone should feel like they have a chance to contribute to the discussion.

    **********Tip:********** To encourage participation, try to create an environment that is conducive to open discussion. A few things could help with this:

    - Follow our first suggestion and distribute an agenda beforehand. Nothing facilitates conversation better than a good heads up.
    - Prepare an icebreaker or introductory exercise if there are any participants that are less familiar with the group that’s meeting.
    - Ask for feedback from the group as well as open-ended questions from specific participants  throughout the meeting.

1. **Keep it short**: One of the biggest benefits of an agile meeting is that it is typically shorter than a traditional project meeting. This is because the agile approach emphasizes constant communication and collaboration, which can be done more efficiently in a shorter meeting.

    **********Tip:********** You should try to keep your agile meetings as short as possible. Start at 30 minutes and adjust as-needed from there. If you’re noticing your meetings are regularly needing more than one hour, then plan to meet more frequently, but try to cap them at an hour’s length.


1. **Take breaks**: Another way to keep your agile meetings effective is to take breaks throughout the course of the meeting. This will help to keep everyone’s energy level up and prevent the meeting from dragging on.

    ********Tip:******** If you do decide to take a break, be sure to set a specific time limit so that the meeting doesn’t end up going too long. A 5-minute break in any meeting that spans an hour or more will be appreciated by the group.


1. **Document the meeting**: Finally, you should make sure to document the meeting so that you can review the discussion later. This is particularly important if you’re working on a complex project with many moving parts.

    **********Tip:********** There are a few different ways you can document an agile meeting. One option is to take notes yourself and distribute them to all attendees afterwards. Another option is to use a meeting minutes template, which you can find online.


---

Topicflow creates continuity from meeting-to-meeting. Prepare your agenda, share it with the team, capture Action Items, Decisions, and then distribute the results to all participants, all in a single app that pairs with your favorite calendar for simplicity.

---

## Additional Tips for Effective Agile Meetings

Now that you know the basics of how to hold an agile meeting, here are some additional tips to help you make your meetings even more effective:

1. **Keep the team small:** One of the best ways to make your agile meetings more effective is to keep the team small. This will help to ensure that everyone is on the same page and that the discussion stays focused.

    As a general rule, you should try to limit the team to no more than seven people. If you have a larger team, you can consider breaking the team into smaller groups so that everyone has a chance to participate.

2. **Hold the meeting at the same time each week**: Another way to make your agile meetings more effective is to hold them at the same time each week. This will help to ensure that everyone is able to attend the meeting and that it doesn’t interfere with the project’s development.
3. **Use a meeting template**: A meeting template can be a helpful tool to use when you’re planning an agile meeting. This template can help you to keep the meeting focused and on track, and it can also help you to document the meeting afterwards.

    You can find meeting templates online based on the meeting you intend to run, or you can create your own. Be sure to tailor the template to the specific needs of your project.

4. **Encourage brainstorming**: Brainstorming can be a helpful tool to use during an agile meeting. This technique can help to generate new ideas and solutions to problems.

    To encourage brainstorming, you can try to create an open and collaborative environment. This could include things like setting up a whiteboard or using sticky notes. You can also try to encourage everyone to share their ideas, even if they seem a little “out there.”

5. **Take advantage of technology**: Technology can be a helpful tool to use during an agile meeting. This could include using a video conferencing tool to include remote team members, using a project management tool to track the project’s progress, or using a meeting productivity tool to better prepare, capture and share meeting content and outcomes (like Topicflow, hint, hint).
6. **Keep it casual**: You should try to keep the meeting casual. For example, if the discussion starts to stray off topic, you can try to redirect it back to the main objective. However, if the team is having a good discussion about something that’s tangentially related to the project, you can let them continue.

    This can mean be flexible when needed too. If your team members are routinely late for reasons that are beyond their control (ie. other meetings running over), then allow for a 5-minute “trickle-in” time at the beginning of meetings. This way, people don’t feel attacked for things out of their control, and since you’ve prepared for it your meeting doesn’t suffer either.

7. **Know your audience**: A great meeting host will create room for discussion, not force it - if your audience is consistently not engaging with the meeting, recognize that and make the effort to speak to members of your team about it on a 1-to-1 basis. This will help you understand your audience better.


The Guide To Holding Efficient Agile Meetings



A Scrum meeting is a type of meeting that is typically used in agile software development. The word "scrum" is derived from the rugby term and was [first used in a software development context by Ken Schwaber and Jeff Sutherland](https://hbr.org/2016/04/the-secret-history-of-agile-innovation) in the early 1990s.

Scrum meetings are typically conducted using a Scrum board, which is a physical or virtual board that contains information about the work to be done during the sprint. The Scrum board can be used to help team members visualize the work that needs to be done and to track progress.

## The Different Types of Scrum Meetings

There are three main types of Scrum meetings: the sprint planning meeting, the daily Scrum, and the sprint review meeting.

The sprint planning meeting is held at the beginning of each sprint and is used to plan the work that will be done during the sprint. The daily Scrum is a brief daily meeting where team members discuss what they did yesterday, what they plan to do today, and any impediments they are facing. The sprint review meeting is held at the end of each sprint and is used to review the work that was done during the sprint and to plan for the next sprint.

---

**1. The Sprint Planning Meeting**

The Sprint Planning Meeting is held at the beginning of each Sprint. The Sprint Planning Meeting is used to plan the work for the upcoming Sprint. The Sprint Planning Meeting is time-boxed to 4 hours for a 2-week Sprint.

---

**2. The Daily Scrum Meeting**

The Daily Scrum Meeting is a daily stand-up meeting for the Scrum Team. The purpose of the Daily Scrum is to inspect progress toward the Sprint Goal and adapt the Sprint Backlog as necessary, adjusting the plan for the coming day.

The Daily Scrum is a 15-minute time-boxed event for the Scrum Team. The Daily Scrum is held every day of the Sprint. At the Daily Scrum, the Team members synchronize their activities so that the Team can be more effective.

***[Use this Meeting Agenda Template in Topicflow. →](https://www.topicflow.com/template/19/)***

---

**3. The Sprint Review Meeting**

The Sprint Review Meeting is held at the end of each Sprint. The Sprint Review Meeting is used to review the work completed during the Sprint. The Sprint Review Meeting is time-boxed to 4 hours for a 2-week Sprint.

***[Use this Meeting Agenda Template in Topicflow. →](https://www.topicflow.com/template/21/)***

---

## How To Run a Scrum Meeting

When conducting a Scrum meeting, it is vital to ensure that all team members are aware of the Scrum process and their roles and responsibilities. The Scrum Master is responsible for facilitating the meeting and ensuring that it is productive.

It is also essential to ensure that all team members are given an opportunity to contribute. This can be done by asking each team member to answer three questions:

1. What did you do yesterday?
2. What will you do today?
3. What are your impediments?

Once all team members have had a chance to answer these questions, the Scrum Master can then facilitate a discussion to help the team identify any areas where they can improve.

## Final Thoughts

Running a tremendous daily Scrum meeting can help to improve the productivity of your team. By ensuring that all team members are aware of the process and their roles and responsibilities, and by giving everyone an opportunity to contribute, you can help to create an environment where everyone is able to work together effectively.


What is a Scrum Meeting? A Breakdown of the Different Types


The legal landscape for corporate meetings is constantly evolving. In order to stay ahead of the curve, it is vital for corporate meeting planners to be up-to-date on the latest legal developments. This article will provide an overview of the law and practice of corporate meetings, with a focus on recent developments.

Corporate meetings are governed by a complex web of laws and regulations. The most important of these are the corporate statutes, which set forth the requirements for holding and conducting corporate meetings. In addition, there are a number of secondary sources of law, such as court decisions, administrative rulings, and industry norms, that can impact the planning and execution of corporate meetings.

Corporate statutes are the primary source of law governing corporate meetings. These statutes vary from state to state, but they all share a common goal: to ensure that corporate meetings are fair, transparent, and accountable. The statutes typically address four key areas: notice, quorum, voting, and proxy voting.

The notice requirements for corporate meetings are designed to ensure that all shareholders have adequate time to prepare for and participate in the meeting. The quorum requirements are intended to ensure that a meeting is well attended and that decisions are made by a majority of the shareholders. The voting requirements are designed to ensure that shareholders have a fair and equal say in the outcome of the meeting. And the proxy voting requirements are designed to ensure that shareholders who are not able to attend the meeting in person are still able to have their votes counted.

In addition to the statutory requirements, there are a number of secondary sources of law that can impact the planning and execution of corporate meetings. These include court decisions, administrative rulings, and industry norms.

## Recent Developments

In the past few years, there have been a number of significant legal developments in the area of corporate meetings. These developments have had a major impact on the way corporate meetings are planned and conducted.

One of the most significant developments has been the adoption of the Uniform Proxy Solicitation Act (UPSA). The UPSA establishes a set of uniform rules for the solicitation of proxies for corporate meetings. The UPSA is intended to promote fairness and transparency in the proxy solicitation process.

Another significant development has been the adoption of the [Uniform Electronic Transactions Act (UETA)](https://ca.practicallaw.thomsonreuters.com/3-578-4607?transitionType=Default&contextData=(sc.Default)&firstPage=true). The UETA establishes a set of rules for the use of electronic signatures and records in connection with corporate meetings. The UETA is intended to promote the use of electronic technologies in the conduct of corporate meetings.

Finally, the [Sarbanes-Oxley Act (SOX)](https://hbr.org/2006/04/the-unexpected-benefits-of-sarbanes-oxley) has had a major impact on the law and practice of corporate meetings. SOX imposes a number of requirements on public companies, including the adoption of internal controls and the establishment of procedures for the solicitation and casting of votes at corporate meetings.

## Conclusion

The law and practice of corporate meetings are constantly evolving. In order to stay ahead of the curve, it is crucial for corporate meeting planners to be up-to-date on the latest legal developments.


The Legal Landscape for Corporate Meetings


A manager's primary role is relationship-oriented; managers often are the bridge between strategy and execution, the translator from top-level plans to front line activities.

### Managers shoulder an incredible responsibility.

Managers are responsible for achieving high level goals through the collective efforts of their team. How they interact with their team members dictates the success of the team. From communicating and planning goals, aligning activities with those goals, facilitating progress updates along the way, and providing coaching in response to those updates.

### If managers are so important, why are they not better supported?

So many managers today are thrust into such positions due to circumstance and are underprepared as a result. These heroes that step up to the plate in times of need, the people that rise to the call of opportunity, are simply trying to do what they can to help their team. Unfortunately, the right support systems are not always in place when someone steps into a managerial position for the first time.

### So what?

Well, nothing I’ve said so far is anything groundbreaking. If anything, any managers reading this, old and new, are probably thinking to themselves “I could’ve written this.”

I know. That’s the point. Many of us share these same experiences and feelings.

I believe that the answer to this problem may not be to attack it directly. The solution here isn’t to demand better training, tools and support for new managers from every employer. These things would’ve been provided already if that were a realistic option.

### Why do we think managers need Topicflow’s help?

We at Topicflow were all in management positions prior to starting Topicflow, and desperately wanted something like Topicflow to help us out.

We are our own first customer and biggest power user. Our goal is to solve real problems that we experience; the same problems that you experience, and many more may experience in the future… unless we do something about it.

Topicflow has a 2-pronged approach to helping managers.

### #1: Your interactions

You could think of meetings as expression of a manager's entire role; the incarnation of two or more people interacting with one another in pursuit of a mutually desired outcome.

This is the primary reason as to why Topicflow even exists: we set out from the very beginning with managers in mind, and we’ve pinpointed meetings as the best place to meet managers in order to assist them.

Meetings: this is when managers need us most.

One of Topicflow’s primary purposes in that capacity is to improve the quality of every interaction.

We aim to do this by incorporating your work into each conversation in a meaningful way. Meeting notes shouldn’t be just text, or a list of things that have been done since last time. That is exactly the type of meeting that should be an email. Topicflow aims to breed richer conversations, ones that focus on what’s happening next. Managers already have enough dashboards and reports to find out what’s happened since last week. If we can connect the dots from “what just happened” to “what needs to happen next” within the context of a real interaction between a manager and their reports, then we can finally see the whole picture: past actions, present sentiment, and future-focused ideas. Only then can we begin to move things forward as a team.

### #2: Your Time

We want to give managers back their time.

Topicflow is designed to not only make meetings better, but make them reach their purpose faster. What do I mean by that? I mean faster prep via meeting-prep-automation and smart features that relieve you of lengthy prep work.

Expedited, thorough meeting prep translates to simple conversations. Real data lays the foundation for healthy conversations, where each participant’s perspective can come together to layer over the data in a meaningful way. This combination of objective and subjective working in unison is what people have always striven for in conversations.

Meetings that reach their purpose faster ultimately translates to you having more time in your day to focus on the things that you’ve been meaning to make time for:

- Seeking out a mentor and scheduling weekly touchpoints for coaching
- Assessing and improving the systems that relate to your team
- Evaluating new tools that could enhance your team’s performance, or old tools that don’t suit your team the way they once did
- Removing blockers from your team members’ work
- Developing incentives for growth that your team really care about

If we can reduce every meeting you have by 20-30%, then you can spend that time however you see fit in order to improve yourself as a manager and your team’s performance.

### That’s the real key here.

I haven’t said anything you don’t already know in this article, and we both know it. That’s why Topicflow isn’t trying to train you to be a better manager, you’re already great. The same intuition that got you to this point is the same intuition that’s going to keep propelling you forward. What you need is enough time in the day to act on it, and that’s why Topicflow is mission critical for managers.

### Sorry not sorry

I know you came here for a blog and what you just read is clearly a sales pitch. I want to take this moment to say I’m not sorry and I look forward to giving you a tour of Topicflow next week. I can be reached at nic@topicflow.com.


Meetings: a manager’s bane or boon?


The technology industry is facing a reckoning.

In 2022, an estimated [120,000 tech workers have been laid off](https://layoffs.fyi/) thus far. This is a significant increase from the 18,000 layoffs that occurred in 2020.

The layoffs are being driven by many factors, including the COVID-19 pandemic, the move to remote work, and the rise of artificial intelligence.

As a manager, you need to be prepared for the possibility of layoffs in your company. Here are four steps you can take to ensure a successful 2023.

## The scope of the problem

This massive wave of tech layoffs has been dubbed the "tech reckoning."

The scope of the problem is far-reaching and will have a significant impact on the economy. The tech reckoning is expected to result in a decrease in consumer spending, as well as a decrease in investment in the tech sector. This could lead to a decrease in innovation and an overall slowdown in the economy.

The tech reckoning is also expected to have a significant impact on the job market. The number of tech jobs is expected to decrease, and the competition for jobs is expected to increase. This could lead to an increase in unemployment, as well as a decrease in wages for tech workers.

In addition to the economic impacts, the tech reckoning is also expected to have a significant impact on society. The loss of jobs will have a ripple effect on families and communities. The decrease in consumer spending will also have a negative impact on businesses and the economy.

The tech reckoning is a complex problem with far-reaching implications. It is important to understand the scope of the problem in order to address it effectively.

## The impact of the layoffs

The layoffs in the tech industry are expected to have a devastating impact on workers and the industry as a whole. Here's a look at [what experts are saying](https://hbr.org/2018/05/layoffs-that-dont-break-your-company) about the potential effects of the layoffs:

On workers:

> The layoffs are expected to have a significant impact on workers in the tech industry. Many workers will be forced to find new jobs in different industries, and some may even be forced to leave the workforce altogether. The layoffs are also expected to have a ripple effect on the families of tech workers, as many families rely on a single income from the tech industry.
>

On the industry:

> The layoffs are expected to have a major impact on the tech industry as a whole. The industry is already facing a skills shortage, and the layoffs will only exacerbate the problem. The layoffs will also make it difficult for companies to attract and retain top talent. In addition, the layoffs are likely to lead to a decrease in innovation and a loss of market share for the tech industry.
>

## The steps to take for a successful transition

While the job losses are expected to be widespread, they will hit some regions harder than others. The United States is expected to be the hardest hit, with more than 120,000+ tech jobs already lost in 2022. Other countries that are expected to see significant job losses include the United Kingdom, Germany, and India.

So what can be done to mitigate the impact of the layoffs? This is the most common three-pronged approach:

1. Invest in training and development: While it may seem counterintuitive to invest in training and development when layoffs are looming, it's actually a smart move. By investing in your employees' development, you'll make them more marketable and less likely to be laid off.
2. Create a hiring freeze: One of the best ways to protect your employees from layoffs is to create a hiring freeze. This will help to reduce costs and protect your existing workforce.
3. Evaluate your benefits: Take a close look at your benefits package and make sure it is competitive. This will help to attract and retain top talent, even in times of layoffs.

The tech industry is facing a difficult future, but by taking proactive steps, companies can protect their employees from the worst of the layoffs.

## Boosting productivity in your existing teams

As a manager, it's important to be prepared for this eventuality and take steps to boost productivity in your team.

The first step is to assess which roles in your team are at risk of being replaced by automation. This will differ from company to company, but some common roles that are under threat include data entry, customer service, and simple coding tasks. Once you've identified which roles are at risk, you can begin to plan for how to automate them.

There are a few different ways to automate tasks. One is to use existing software that can take on some of the work, such as customer service chatbots. Another is to develop custom software to automate specific tasks within your company. This can be a more expensive option, but it's often worth it in the long run as it can save your company a lot of money.

Once you've automated as much as possible, you'll need to focus on boosting the productivity of the remaining team members. This can be done in a number of ways, such as offering training on new software or processes, setting clear goals and deadlines, and providing regular feedback.

It's also important to create a positive work environment, as this will encourage employees to work hard and be more productive. This includes things like providing good working conditions, offering fair pay and benefits, and promoting a healthy work-life balance.

This may feel like something that is “easier said than done,” but managers often have more influence over these situations than they realize. It all starts by taking a genuine interest - have the conversation. We have two templates that you can use today to promote good working conditions and a healthy work-life balance: Our template for **[Checking in on stress](https://www.topicflow.com/template/79/)** and our template for ****[Checking in on remote work](https://www.topicflow.com/template/80/).**

By taking these steps, you can help your team weather the storm of mass layoffs in the tech industry. By being proactive and preparing for the future, you can ensure that your team is as productive as possible and can weather any challenges that come your way.

## Conclusion

The tech industry is facing an uphill battle in the coming years. With the potential for mass layoffs and a decrease in overall spending, managers need to be prepared for a tough few years.

There are a few steps that managers can take to help ensure a successful 2023. First, they should focus on cost-cutting measures and making their companies more efficient. They should also look for ways to diversify their revenue streams and make their companies more resilient to economic downturns.

Finally, managers should keep their employees engaged and motivated. With the right team in place, companies can weather any storm. By taking these steps, managers can help ensure a successful 2023 for their companies.


120,000+ Tech Layoffs in 2022: Steps Managers Should Take for a Successful 2023

***[Recommended Meeting Template: Your First 1-on-1 with a new Team Member](https://www.topicflow.com/template/67/)***

*Set the right tone and create mutual understanding with your new team member using this 1-on-1 template.*

---

You've just been promoted to manager. Congrats!

Whether you're managing a team of 2 or 20, you now have an important role to play in ensuring your team's success. Part of your job will be leading team meetings.

While leading team meetings may seem daunting at first, it's actually not that difficult if you keep a few key things in mind. In this article, we'll share with you the new manager's guide to running effective teams and meetings.

## Why Meetings Matter

Before we dive into how to run an effective team meeting, let's first talk about why meetings matter.

Many people see meetings as a waste of time. And while it's true that some meetings are indeed a waste of time, that's usually not because of the meeting itself, but rather because of how the meeting is run.

When run effectively, meetings can be a powerful tool for getting everyone on the same page, sharing information, and making decisions as a team.

## How to Run an Effective Team Meeting

Now that we've talked about the importance of meetings, let's dive into how to actually run an effective team meeting.

### Set an Agenda

The first step to running an effective team meeting is to set an agenda. This may seem like a no-brainer, but you'd be surprised how many leaders try to “just wing it” and end up crashing and burning.

When you set an agenda, you ensure that everyone knows what will be discussed at the meeting and that the meeting stays on track. You can create an agenda by yourself or ask for input from your team members.

### Start and End on Time

One of the quickest ways to lose your team's attention is to start and end the meeting late. If you say the meeting will start at 10am, start at 10am. And if you say the meeting will end at 11am, end at 11am.

This may seem like a small thing, but it shows your team that you respect their time and that you're organized and efficient.

**Alternatively, you can plan to start late.** Yes, this my sound counterintuitive at first, but hear me out. If you know that one or more people will likely be late to your meeting, then *****************************make that part of the agenda.***************************** Add a 5-minute buffer at the beginning of your meeting agenda as a sort of “trickle-in” time. This can help relieve stress for team members with back-to-back meetings, and reward those who are able to show up on time with some quality conversation. Take this time to build stronger connections with your team members by asking them about non-work related subjects. Ask open-ended questions if its just one or two people, or ask an icebreaker question if there’s a few more in the room, like “what’s your all-time favourite movie.”

## Keep it focused

Another way to lose your team's attention is to allow the meeting to wander off topic. Once you've set the agenda, stick to it. If someone brings up a tangent, politely redirect the conversation back to the topic at hand and offer to address the tangential subject at a more appropriate time.

## Encourage Participation

One of the goals of a team meeting is to get everyone's input. To do this, you need to encourage participation from all team members, even (and especially) the introverts.

There are a few ways to encourage participation. First, you can ask each team member to share their thoughts on the agenda items before you open up the floor for discussion. This ensures that everyone has a chance to speak.

Second, you can encourage team members to speak up by using inclusive language, such as "what are your thoughts on this?" or "does anyone have any questions?"

Third, you can create an environment where it's safe to speak up by maintaining an open and respectful attitude towards all team members.

Regarding the introverts, this is one of the reasons that preparing an agenda in advance (and sharing it with the group) can have a great impact. Some people may feel like they’re being put on the spot if you ask them questions about a subject they couldn’t prepare for, but by sharing the agenda with them in advance, you give them time to prepare their thoughts.

### Take Notes

As the meeting leader, it's your job to make sure that important information is shared with the team. One way to do this is to take notes during the meeting. This way, you can refer back to the notes later and share key points with the team.

This doesn’t mean that you have to be the notetaker, another way to encourage participation in a meeting is to ask for assistance. Consider having a dedicated note-taker from the team, or make that a rotating job for the team members.

### Follow Up

The meeting doesn't end when the meeting ends, it's important to follow up with your team afterwards. This means sending out meeting minutes (if you took them), sharing any action items, and following up on any decisions that were made.

By following up after the meeting, you ensure that everyone is on the same page and that important information is not lost.

Running an effective team meeting may seem like a lot of work, but it's actually not that difficult if you keep a few key things in mind. By following the tips in this article, you can ensure that your team meetings are productive, efficient, and respect everyone's time.


Becoming A New Manager: How To Run Effective Meetings


*[**Recommended Meeting Template: Difficult Conversations**](https://www.topicflow.com/template/77/)*

*This template is here to help you have the difficult conversations you dread. A constructive approach that helps managers create room for their reports to be heard and contribute towards a path forward in any situation.*

---

The next recession is inevitable. It's not a matter of if, but when. As an employer, it's your responsibility to be proactive and prepare your team for the possibility of layoffs.

Here are 10 steps you can take to get started:

## Understand your financial situation.

Before you can start preparing your team for potential layoffs, you need to understand your own financial situation. What are your revenue streams? What are your expenses? What is your burn rate? Knowing these numbers will help you make informed decisions about how to best prepare for a recession.

## Review your employee costs.

Employee costs are typically one of the largest expenses for businesses. During a recession, you may need to reduce these costs in order to stay afloat. Review your employee costs and look for ways to reduce them. This may include things like reducing salaries, eliminating bonuses, or reducing benefits.

## Create a plan.

Once you've reviewed your financial situation and employee costs, it's time to create a plan. What are your goals? What are your priorities? What can you realistically achieve? Answering these questions will help you create a plan of action for preparing your team for potential layoffs.

## Communicate with your team.

One of the most important steps in preparing your team for potential layoffs is to communicate with them. Be open and honest about the possibility of layoffs. Explain your reasoning and share your plans. Let them know that you value their contributions and that you're doing everything you can to avoid layoffs.

This is also an opportunity to listen to your team. Incorporating your team members into the decision making process can be a great way to source ideas. Letting your team know what is at stake and what could be done to avoid it may yield some interesting outcomes; you may be surprised by what your team is willing to do or sacrifice in order to keep the team together.

## Encourage your team to be proactive.

Layoffs can be stressful and difficult to manage. As such, it's important to encourage your team to be proactive. They should start by updating their resumes and looking for new opportunities. They should also start networking and building relationships with people in their industry.

## Help your team members update their skills.

In order to stay competitive, your team members will need to update their skills. Offer to help them by paying for training courses or providing access to online learning resources.

## Provide support.

During a recession, your team members will need all the support they can get. Offer emotional support and be available to answer any questions they may have. You should also provide practical support, such as help with job searches or financial advice.

## Encourage your team to stick together.

It's essential for your team to stick together during a recession. Encourage them to support and help each other. This will make it easier for everyone to get through tough times.

## Be prepared to make tough decisions.

As an employer, you may need to make some tough decisions during a recession. This may include things like layoffs, salary cuts, or benefits reductions. Be prepared to make these decisions and communicate them to your team.

## Have a plan for when the recession ends.

The recession will eventually end. When it does, you'll need to have a plan in place for bringing your team back to its pre-recession state. This may include things like rehiring employees or increasing salaries.


How To Prepare Your Team For Potential Layoffs In The Next Recession


## What is the purpose of a meeting agenda?

A meeting agenda is a document that outlines the topics to be discussed and the order in which they will be discussed during a meeting. The agenda also provides a timeline for the meeting and may include other information such as the location, time, and participants.

The purpose of an agenda is to help the meeting participants prepare for the discussion and to keep the meeting organized and on track. By having an agenda, the meeting can be more productive and efficient.

An agenda can be created by the meeting organizer or facilitator, or it can be created by the participants. However, it is important that all participants have a copy of the agenda before the meeting starts. This way, everyone is aware of the topics to be discussed and the order in which they will be discussed.

If you are the one creating the agenda, it is important to be clear and concise. List the topics in the order in which they will be discussed, and provide a brief description of each topic. It is also helpful to include a timeline for the meeting. This will help keep the meeting on track and ensure that all topics will have the best chance of being covered.

Once the agenda is created, it is important to share it with all participants in advance of the meeting. This way, everyone has a chance to review the topics and prepare for the discussion.

An agenda is an important tool for ensuring that meetings are productive and efficient. By taking the time to create an agenda, you can help make your next meeting a success.

## What should be in a meeting agenda?

A meeting agenda should include a list of items that participants hope to accomplish at a meeting. The agenda should be distributed to attendees in advance so that they can come prepared with questions, comments, or suggestions.

**An effective agenda includes:**

1. The purpose of the meeting. Why are you meeting? What do you hope to accomplish?
2. A list of topics to be discussed. What topics will be covered? In what order?
3. The name of the person who will be leading the discussion for each topic. Who is responsible for each discussion?
4. Allocated time for each topic. How much time do you have to discuss each topic?
5. The location of the meeting. Where will the meeting be held?
6. The date and time of the meeting. When will the meeting take place?
7. The name and contact information of the meeting organizer(s). Who is organizing the meeting?

An agenda is a key tool in ensuring that a meeting is productive and efficient. By distributing an agenda in advance, you can avoid the common issue of attendees showing up unprepared. By including all relevant information, you can avoid wasted time and confusion.

## How do you start a meeting agenda?

If you're in charge of creating the agenda for a meeting, you may be wondering where to start. The good news is that there's no right or wrong way to do it. However, there are a few things you may want to keep in mind as you get started.

First, think about the purpose of the meeting. What are the goals? What needs to be accomplished? Once you have a clear idea of the purpose, you can start to determine what topics need to be covered.

Next, consider who will be attending the meeting. Make sure to include items that will be of interest to all attendees. You may also want to consider designating time for each topic. This will ensure that everyone has a chance to contribute and that the meeting stays on track.

Think about what format you want the meeting to take. Will it be a traditional meeting with a presentation and discussion? Or, would you prefer a more informal setting where attendees can share their thoughts and ideas?

Once you've considered these factors, you can start to put together your agenda. Start with a simple outline of the topics you want to cover. Then, add in any additional details, such as who will be presenting on each topic and how much time should be allocated for each item.

If you keep these tips in mind, you'll be well on your way to creating a successful meeting agenda.

## How do you structure a meeting?

When you're hosting a meeting, you want it to be as effective as possible. That means having a clear structure that keeps everyone on track. Here's how to do it:

1. Start with a clear purpose. Why are you meeting? What do you hope to accomplish? Be as specific as possible.
2. Make a agenda. List out the topics you want to cover, and assign a specific amount of time to each. This will help keep the meeting moving and prevent tangents.
3. Assign roles. Choose who will lead each discussion, and who will take notes. This will help keep the meeting organized and focused.
4. Stick to the schedule. Try to start and end on time, and don't spend too much time on each topic. This will keep everyone engaged and prevent the meeting from dragging on.
5. Follow up. After the meeting, send out minutes or a recap of what was discussed. This will help everyone stay on the same page and remember what needs to be done.

## Who prepares the agenda for a meeting?

Most meeting agendas are prepared by the meeting's chairperson. In some cases, the chair may ask a member of the group to prepare the agenda. If the meeting is being held by an organization or company, the agenda may be prepared by the organization's staff.

The agenda should be distributed to the meeting's participants in advance, so that they can see what topics will be discussed and can prepare any materials they need. The agenda should also be sent to any attendees who are not able to be at the meeting, so that they can follow along.

The agenda should be designed to help the meeting run smoothly and efficiently. It should be clear and concise, and should list the topics in the order that they will be discussed. The agenda should also include any time limits for each topic, so that the meeting can stay on track.

Preparing an agenda may seem like a simple task, but it is important to remember that the agenda is the key to a successful meeting. By taking the time to prepare a well-designed agenda, you can help ensure that your meeting is productive and informative.

## What is a meeting agenda example?

Most people recognize a meeting agenda when they see one because the format is usually very standard. An agenda should list all of the topics that will be discussed during a meeting, as well as the order in which they will be discussed. This allows everyone in attendance to know what to expect and to be prepared for the discussion.

A meeting agenda example might look something like this:

- Welcome and introductions
- Review of previous meeting minutes
- Project updates
- Open discussion
- Next steps and action items
- Wrap up and adjournment

Of course, this is just a general example and the topics and order of discussion will vary depending on the specific meeting. However, this gives you a good idea of the kind of information that should be included in an agenda.

If you're responsible for creating the agenda for a upcoming meeting, be sure to include all of the essential information. This will help to ensure that the meeting is productive and efficient.

For some more specific examples and templates, please view Topicflow’s [template library](https://www.topicflow.com/templates/). We have a collection of meeting templates designed for common scenarios such as [Your First 1-on-1 with a new Team Member](https://www.topicflow.com/template/67/), [How to Discuss Strengths with an Employee](https://www.topicflow.com/template/75/), [How to Have Difficult Conversations with an Employee](https://www.topicflow.com/template/77/), and more.


How To Write A Meeting Agenda & Free Templates



[***Recommended Meeting Templates: Routine 1-on-1 Templates for Managers***](https://www.topicflow.com/templates/#category-routine-1-on-1-templates-for-managers)

*These meeting agenda templates are intended to be used at varying frequencies. Each meeting agenda template could be used on its own as your default recurring meeting, but they can also be combined to create a more dynamic flow (or cycle) of meetings.*

---

## Meeting Agenda Template: Kim Scott’s 1-on-1 from Radical Candor book

From the fantastic leadership development book Radical Candor, Kim Scott’s meeting template for regular 1-on-1s is the perfect foundation for any manager.

- What’s on your mind this week?
- How happy were you this past week?
- How productive were you this past week?
- What feedback do you have for me?

[***Use this Meeting Agenda Template in Topicflow. →***](https://www.topicflow.com/template/69/)

---

## Meeting Agenda Template: Weekly Check-In (1****5-minutes)****

An alternative to Kim Scott’s approach; a simple template to get you started on a weekly routine with your direct reports.

- What are the highlights of the last week?
- What are you focusing on next week?
- Are there any blockers towards achieving your goals?
- What, if anything, is stressing you out?

[***Use this Meeting Agenda Template in Topicflow. →***](https://www.topicflow.com/template/70/)

---

## Meeting Agenda Template: Monthly Check-In (30 minutes)

A simple template to get you started on a monthly routine with your direct reports. Works well on its own as a monthly routine, or, as a monthly supplement to our Weekly Check-In template.

- How are you? How is life outside of work?
- What have you been focused on this month? What’s gone really well lately? What’s been a challenge?
- What is your focus this coming month? Is there anything you need from me to achieve your goals?
- How are you feeling about your work overall?
- Do you have any feedback for myself or for the team?
- Are there any problems or issues that I should know about?
- What could I do as a manager to make work better?
- Is there anything else you want to talk about?

[***Use this Meeting Agenda Template in Topicflow. →***](https://www.topicflow.com/template/71/)

---

## Meeting Agenda Template: Quarterly Check-In (45 minutes)

This template is a great way to get you started on a quarterly routine with your direct reports. This can work well on its own as a quarterly routine, or, as a quarterly supplement to our Weekly and/or Monthly Check-In templates.

- How are you? How is life outside of work?
- What have you been focused on this past quarter? What’s gone really well? What are you proud of? What’s been a challenge? Is there anything you’d like another chance at?
- What is your focus this coming quarter? Is there anything you need from me to achieve your goals?
- How are you feeling about your work overall?
- Do you feel like you’re progressing towards your career goals?
- Are there any skills you’re interested in developing?
- How might we improve our meetings to ensure their making the best use of your time?
- How could we improve our team’s level of communication/collaboration?
- How’s your experience been working with the team? Can we do anything to improve our team culture?
- Is there anything you would like me to do differently regarding our relationship (more or less direction, how I provide feedback, things I should start/stop doing, etc)?
- Is there anything I could do as a manager to make your work experience better?
- Do you have any other feedback for myself or for the team?
- Are there any problems or issues that I should know about?
- Is there anything else you want to talk about?

[***Use this Meeting Agenda Template in Topicflow. →***](https://www.topicflow.com/template/72/)


Meeting Agenda Examples for Better One-on-One Meetings


***NEW! [Free Agenda Templates Library](https://www.topicflow.com/templates/)***

*Topicflow's team of in-house meeting experts has curated these free meeting templates, ready for you to use in your next 1-on-1s or team meeting. We've built these templates right into our app, so you can get started with just a click or two — it's free!*

---

The agenda is the backbone of any good meeting. It ensures that everyone knows what is going to be discussed and in what order. It also allows the meeting to flow smoothly, without any awkward pauses or sidetracking.

A well-crafted agenda should be specific, concise, and easy to follow. It should be distributed to all attendees in advance so that everyone has a chance to prepare for the discussion.

There are a few different ways to format an agenda. The most important thing is to choose a format that works for you and your team. Here are a few different options:

### 1. List Format

This is the most basic format for an agenda. It is simply a list of all the topics that will be discussed during the meeting in the order they will be discussed. This format is best for shorter meetings or meetings where there is only one primary topic of discussion.

### 2. Bullet Point Format

This format is similar to the list format but with more detail. For each topic on the agenda, you will include a few bullet points outlining what will be discussed. This format is best for meetings where there are multiple topics of discussion or where the discussion points are complex.

### 3. Sentence Format

This format is best for concise meetings or for meetings where the discussion points are straightforward. For each topic on the agenda, you will write a short sentence or two outlining what will be discussed. This format is also good for meetings where there is only one primary topic of discussion.

### 4. Paragraph Format

This format is similar to the sentence format but with more detail. For each topic on the agenda, you will write a paragraph or two outlining what will be discussed. This format is best for meetings where there are multiple topics of discussion or where the discussion points are complex.

### 5. Graphic Format

This format is best for meetings where the discussion will be heavily focused on visuals. For each topic on the agenda, you will include a relevant graphic, such as a chart, diagram, or photo. This format is also suitable for meetings where there is only one primary topic of discussion.

The most important thing to remember when creating an agenda is to keep it simple. An agenda should be easy to understand and follow. It should not be overly long or complex.

If you are using a template to create your agenda, be sure to customize it to fit your specific needs. And always remember to send the agenda to all attendees in advance of the meeting.

*If you’re looking for pre-built agendas, we have created a library of options and categorized them based on different use cases [here](https://www.topicflow.com/templates/).*

*All of these templates can be instantly activated in our app, which you can start using today for free.*


The Elements of a Good Meeting Agenda


We've all been there.

It's the end of the year and your boss pulls you into her office for your annual performance review. She starts by telling you all the things you've done wrong over the past year. You sit there, squirming in your chair, feeling like a child being scolded.

Then she moves on to tell you what you need to improve on. Again, you feel like you're being scolded. Finally, she gives you a list of goals for the coming year. By the time you leave the office, you feel deflated and defeated.

Sound familiar? If so, you're not alone. In a [recent survey by Adobe](https://www.slideshare.net/adobe/full-study-performance-reviews-get-a-failing-grade/1), 60% of workers said they dread performance reviews. And it's no wonder why.

But it doesn't have to be this way. Performance reviews don't have to be a dreaded, soul-sucking experience. In fact, they can be a great opportunity for you to learn and grow in your career.

Here are some tips to make performance reviews not suck:

## Don't wait for your review to get feedback

One of the biggest mistakes you can make is waiting until your performance review to get feedback from your boss. If you wait until then, you're likely going to only hear about the negative things.

Instead, ask for feedback regularly.

Whenever you reach the deadline of a project, a goal, or anything else important in your role, ask your boss what you did well and what you could do to improve.

Making a habit out of asking for feedback will give you a chance to address any issues in the moment, while it's fresh, instead of waiting for time to distort things, or for these potential issues to become bigger problems.

## Prepare for your review

Another mistake workers make is not preparing for their performance review. You wouldn't go into a meeting without preparing, so why would you do that for your performance review?

Take some time to reflect on your accomplishments and challenges from the past year. Think about what you could have done better. And come up with a few questions you want to ask your boss.

An approach that's growing in popularity is “Continuous Performance Management.” One easy tip to pull from that school of thought it to document things regularly, almost like building a portfolio for the inevitable review int he future. If you can keep track of your accomplishments, growth moments, as well as shortcomings and the learnings you can draw from them, you wont have to prepare at review time, you'll have everything you need already documented,

When looking back on your “review portfolio,” you'll likely be surprised by how much you've accomplished in that time.

Having that information ready to go will also allow you to spend any prep time using this next tip:

## Focus on the future

When you're in your performance review, resist the urge to dwell on the past. Yes, it's important to reflect on your accomplishments and challenges, but the focus should be on the future.

Talk about your goals for the coming year and how you plan to achieve them. This will show your boss that you're always looking to improve and grow in your career.

It goes a long way to actually have some goals prepared. Ask your boss what they think about your goals and watch them light up!

## Be open to feedback

No one likes to hear criticism. But if you want to make the most of your performance review, you need to be open to feedback.

Listen to what your boss has to say, even if it's tough to hear. Use that feedback to shape some personal development goals and improve your performance in the future.

## Use it as an opportunity to learn

Finally, remember that your performance review is an opportunity to learn. It's a chance to get feedback and insights from your boss that you can use to improve your performance.

So, don't dread your performance review. Use it as an opportunity to learn and grow in your career.


How To Make Performance Reviews Not Suck


It's no secret that setting and achieving goals is essential to any team's success, but what's often overlooked is just how important it is for team members to be involved in the goal-setting process.

When team members are involved in setting their goals, they're more likely to be committed to achieving them, and when everyone on the team is working on goals that are aligned to an overall team goal, the team is more likely to be successful.

So, how can you ensure that your team sets and achieves its goals? Here are a few tips:

## Get everyone on board

Before you start setting goals, it's essential to get everyone on board. This means getting input from all team members and ensuring that everyone understands the goals.

If your team members are reluctant to get involved, try to find out why. It could be that they're not clear on the goals or how they fit into the bigger picture - the only way to find out is by asking. Once you've uncovered and addressed these concerns, you should be able to get everyone on board.

## Set OKRs or SMART goals

Once everyone is on board, it's time to start setting goals, but not just any goals – you need to set goals with structure.

**SMART goals** are
* Specific
* Measurable
* Achievable
* Relevant
* Time-bound

To learn how to craft effective SMART goals, you can read our previous blog *“The Beginner’s Guide to SMART Goals”*.

**OKRs**, or **Objectives and Key Results**, are similar to SMART goals, but slightly more advanced and one of the more popular performance management frameworks of recent years. They provide a framework for setting measurable goals and tracking progress. Individuals, teams, or organizations can use OKRs to measure and track progress toward specific objectives. They can be used to track progress over time or across different projects.

OKRs can help to increase transparency and accountability and can be a helpful tool for setting and achieving goals across an organization.

To learn how to craft effective OKRs, you can read our previous blog *“The Beginner’s Guide to Objectives and Key Results (OKRs)”*.

## Make a plan

Once you've set your goals, it's time to make a plan. This plan should outline how you're going to achieve the goals you’ve just created and who's responsible for each task.

It's important to make sure that the plan is realistic and achievable, just like your goals. If it's not, you're setting yourself up for failure.

## Hold each other accountable

It's not enough to just set goals and make a plan – you need to hold each other accountable. This means checking in with each other regularly to ensure everyone is on track.

If someone is falling behind, don't be afraid to have a conversation about it. It's important to nip any problems in the bud before they become more significant issues.

## Celebrate your successes

Finally, don't forget to celebrate your successes. When you reach a goal, take the time to celebrate as a team. This will help to keep everyone motivated and focused on the next goal.

Setting and achieving goals is essential to any team's success.

By following these tips, you can ensure that your team sets and achieves its goals.


How To Help Your Team Set Goals


Since the early 2000s, OKRs have been gaining in popularity as a tool for setting and measuring progress and success in organizations. OKRs (Objectives and Key Results) are a simple yet powerful way to keep everyone within a group aligned and focused on the most important things, and they can be used in businesses of all sizes.

If you're new to OKRs, this article will explain what they are, how they work, and how you can get started using them in your own organization.

## What are OKRs?

OKRs stands for Objectives and Key Results. They are a framework for setting goals and measuring progress.

An Objective is a broad, overarching goal that an organization or individual wants to achieve. If you're familiar with the SMART Goal format, it's very similar, and should hit all the same qualities: Specific, Measurable, Achievable, Relevant, and Time-bound.

For example, an Objective for a company might be to **"break company revenue record this fiscal year."**

Now that we have an Objective, we need at least one Key Result to go along with it (but hopefully more than one).

Key Results are the specific metrics, KPIs, or milestones that will help you track progress toward an Objective. Key Results should be quantifiable, and they should be aligned with the Objective they are supporting.

For example, some possible Key Results for the above Objective might be:

- **Increase sales by $200,000**
- **Improve customer retention by 15%**
- **Increase upsells to existing customers by 33%**
- **Launch new product in XYZ market**

You can have as few or as many Key Results for an Objective, but 3-5 Key Results seems to work well in most situations. More than 5 starts to feel a little overwhelming. At the end of the day, you're the judge, and you should include as few or as many as you feel is appropriate to measure the success of your Objective.

OKRs can be used at the individual, team, and/or organizational level. They are a flexible framework that can be adapted to any organization, team or individual.

**How I like to think of OKRs in a business setting is this:**

The Objective is essentially a SMART goal.

The Key Results are the KPIs (Key Performance Indicators) *that you need to improve upon, change, or impact* in order to achieve said Objective.

## How do OKRs work?

The key to making OKRs work is to keep them simple. Objectives should be clear and concise, and Key Results should be specific and measurable.

It's also important to involve the right people in the process. When setting Objectives, get input from all levels of the organization. And when tracking progress, make sure everyone has visibility into the data.

OKRs should be reviewed and updated on a regular basis. The frequency will depend on the organization, but most companies update their progress weekly or monthly, then review/assess & set new OKRs quarterly.

## How to get started with OKRs

If you're interested in using OKRs in your organization, there are a few things you need to do to get started:

1. Define the company's Objective(s). This should be a broad, overarching goal that everyone in the organization can get behind. You don't have to limit yourself to just 1, but adding too many will start to dilute that sense of direction. Keeping it at 3 or less is a good place to start, but regardless of how many there are, they should work together to illustrate the company's direction.
2. Set Key Results for each Objective. Key Results should be specific and measurable, and each Key Result should be aligned with an Objective.
3. Set responsibility. Assign each Objective to the person/people that will be responsible for the overall outcome of the Objective. The Key Results can then be delegated to the teams or individuals who are responsible for executing against those specific Key Results. Individuals should be responsible for a small handful of Key Results, so they can stay focused and make progress.
4. Track progress regularly and make updates visible to all involved. Progress should be tracked and reported on a regular basis, so everyone knows how the company is doing. Honesty and transparency is key to any high-functioning team.

OKRs can be a great way to keep everyone aligned and focused on the most important things. By following the steps above, you can get started using OKRs in your own organization.

## What Makes OKRs So Great?

The two biggest values behind using OKRs are **alignment** and **focus**.

By using this format to plan your goals, you're able to align high-level strategy with tactical execution. This approach to planning helps transform any leadership team's plans into action, cascading broad strategies from the executive level down to actionable tasks and duties at the team/individual level.

By reviewing the success of each OKR before writing the next batch of OKRs, you're easily able to determine what works and what doesn't, which can teach you what you should focus on next.

For example, if you write an OKR, then at the end of the quarter you've exceeded all of your Key Results, but you've failed to achieve the Objective, then perhaps you were focused on the wrong things. You can use this information to understand what activities actually drive success. Eliminate the work that doesn't drive your goals forward and focus on the things that actually matter.

## Are OKRs right for me?

If you feel like your team is not aligned,

If your team lacks direction,

If you feel like your team is not focused on the right things,

### Yes, yes, and yes, OKRs are right for you.

If you feel like you (or your team) is always busy, but always seem to miss your targets,

If you feel like you're constantly working, but spinning your tires,

If you feel like you could be spending your time on more valuable activities,

### OKRs are absolutely right for you.


The Beginner's Guide to Objectives and Key Results (OKRs)


Setting goals is a critical part of any success plan, yet many people don't take the time to set them. Or, they set goals that are so vague that they might as well just not bother.

Without goals, it's difficult to measure progress and gauge whether or not you're moving in the right direction, but simply setting any old goal isn't enough…

You need to set SMART goals.

SMART goals are Specific, Measurable, Achievable, Relevant, and Time-bound. Let's take a closer look at each of these characteristics:

**Specific**: A specific goal is one that is clearly defined and easy to understand. When setting a goal, be sure to ask yourself who, what, when, where, and why.

**Measurable**: A measurable goal is one that can be quantified so that you can track your progress. Set a target number, which could be relative to something (like saying "I want to complete 10% more support tickets than last week) or something absolute (like saying "I want to read 20 books this year).

**Achievable**: An achievable goal is one that is realistic and attainable. When setting a goal, be sure to ask yourself if it's something that you can actually accomplish.

**Relevant**: A relevant goal is one that is aligned with your overall objectives. When setting a goal, be sure to ask yourself if it's something that will help you achieve your larger goals.

**Time-bound**: A time-bound goal is one that has a specific deadline attached to it. Having a deadline will help you stay on track and ensure that you don't procrastinate.

### If you're new to setting SMART goals, here's a quick overview of how to do it:

1. Start with a broad goal in mind. This could be something like, "I want to get in better shape."
2. Make the goal specific. What does getting in shape look like to you? Losing a certain amount of weight? Gaining muscle? Being able to run a certain distance?
3. Make the goal measurable. How will you know if you're making progress towards your goal? Again, with the fitness example, this could be tracking your weight, body fat percentage, or the number of miles you can run in a certain amount of time.
4. Make the goal achievable. This is where you need to get realistic. It's great to set lofty goals, but if they're not achievable, you'll only end up disappointed. So, if your goal is to lose 20 pounds in two weeks, you might need to rethink that one.
5. Make the goal timely. Set a deadline for yourself so that you have a sense of urgency. This will help you stay on track and motivated. Breaking down longer goals into smaller chunks can be a great way to make big goals feel more achievable and make them easier to track.

Now that you know the basics of setting SMART goals, let's look at some examples.

### **Example 1:**

"I want to lose weight for summer."

This goal is **specific, achievable**, and **time-bound**, but it's not very **relevant** or **achievable**.

To make it more **relevant**, give it a reason. You could set a goal to lose weight so that you can improve your health, or to qualify for a marathon.

To make it more **measurable**, you could set a goal to lose 10 pounds over the course of two months.

**The result**: "I want to lose 10lbs in the next 2 months so that I can be in better shape to run the Boston Marathon."

This is a great goal, and one that you can continue to build on once you've achieved it to get you to the next stage.

### **Example 2:**

"I want to start my own business so I can be my own boss."

This goal is **specific**, **achievable** and **relevant**, but it's not very **measurable** or **time-bound**.

To make it more **measurable**, you could set a goal to create a business plan, or launch a website for your business to operate from.

To make it more **time-bound**, you could set a goal to have your business up and running within 2 months.

**The result**: "I want set up an ecommerce website and be generating my own revenue in 2 months."

Another fantastic goal with a clear path forward to success!

### **Example 3:**

"I want a promotion this month."

This goal is **specific, time-bound, relevant**, and **measurable**, although, it may not be very **achievable** depending on the situation.

To make it more **achievable**, you can phrase it around preparedness for opportunity.

**The result**: "I want to be the most qualified person on my team for a promotion the next time an opportunity becomes available and advance my position within the next year."

This is a goal that any manager would love to hear from their reports, and getting a manager's support early on can often be the difference between moving up and being overlooked.

### **Example 4:**

"I want to learn a new skill."

This goal is… vague. Let's fix it up!

**Specific**: I want to learn how to write code… let's get **more specific**: I want to learn how to code Python.

**Measurable**: I want to create a functioning website.

**Achievable**: I want to understand the basics well enough to make a simple website from scratch.

**Relevant**: This website will showcase my art.

**Time-Bound**: I want to operational in 3 months.

**The result:** "I want to learn Python well enough that I can build my own website to showcase my art in 3 months."

Now *that's* a SMART goal!

### **Example 5:**

"I want to save money."

This goal is very relateable, but let's see if we can make it SMART.

**Specific**: I want to save money.

**Measurable and Time-Bound**: These two really work together well here, so let's say an extra $150 per month.

**Achievable**: This money has to come from somewhere, right? Let's say you've got a craft you can sell, or a service you can provide on the side, or extra shifts at work.

**Relevant**: Perhaps you want to travel more!

**The result:** "I'm going to pick up enough extra shifts at work to stash away an additional $150 each month for travel money."

**Maybe you pair that with:** " I'm also going to spend $50 less on alcohol each month and add that to my travel fund too."

As you can see, setting SMART goals can help you create more effective goals that are more likely to lead to success. So next time you're setting a goal, be sure to make it specific, measurable, achievable, relevant, and time-bound.

Now it's time to start working towards your goals. This might mean making a plan of action, setting up a tracking system, or finding an accountability partner. Whatever it takes  to achieve your goal!


The Beginner's Guide to SMART Goals


It's that time of year again. Employee performance review season.

Many managers and supervisors dread this time, while others see it as an opportunity to help their team members improve and grow. No matter how you feel about performance reviews, they are a necessary part of the managerial toolkit.

When done correctly, performance reviews can be a valuable way to give employees feedback on their work and identify areas for improvement. They can also help to identify top performers and set the stage for future promotions and raises.

However, when done poorly, performance reviews can be frustrating and even demoralizing for employees. They can also create legal risks for employers if not conducted properly.

Here are some tips on how to conduct employee performance reviews, including what to do and what not to do:

## DO:

1. **Be Prepared**

Before meeting with an employee to discuss their performance, take some time to review their work over the past year. Make note of their successes as well as areas where they could improve. This will help to make the performance review more constructive and focused.

2. **Set a Positive Tone**

The performance review meeting itself should be conducted in a professional and positive manner. Avoid coming across as judgmental or condescending. Instead, try to focus on celebrating the employee's positive attributes as well as successes, and using the areas where improvement is needed in a constructive way.

One way to do this is to use the employee's weaknesses as inspiration for developmental goals. It's important to have goals that tie in to the team and the company, but employees also benefit from having some goals parallel to that, solely for personal development.

By drawing inspiration for these goals from past shortcomings, you create a growth-oriented, future-focused conversation around these shortcomings. If you were to simply bring them up in conversation without tying it to something constructive, it begs the question: why bother? Those are the conversations that feel uncomfortable - those are the reviews that people dread.

3. **Be Specific**

When giving feedback, be as specific as possible. This will help the employee to understand what they need to work on and how they can improve. Generic comments are not helpful and will only serve to frustrate the employee.

This can be an opportunity to collaborate with your employee in goal setting.

Present them with your feedback and the importance behind it, then together, discuss what actions could taken for them to develop the necessary skillset.

This collaborative way of thinking leads us to our next tip:

4. **Encourage Open Dialogue**

The performance review should be a two-way conversation, not a one-way lecture. Encourage the employee to share their thoughts and feelings about their work and performance. This will help to ensure that they feel heard and respected.

You don't have to stop there, either. By asking employees not only what they think about themselves, but what they think about yourself as a manager, the team as whole, or any other relevant topics, you can bring out some interesting and valuable conversations that might otherwise never happen.

5. **Offer Constructive Criticism**

The goal of the performance review is to help the employee improve, so be sure to offer constructive criticism rather than simply pointing out what they are doing wrong.

For example, instead of saying

“you're too aggressive in your sales pitches,”

 try

“I've noticed that your sales pitches are not as consistently effective as some of the other members of the team. I think you have the potential to do even better than you are now by adjusting your tone and how you phrases certain parts of your pitch. I think it would be helpful if you spent some time shadowing *[insert your team's top performer here]* to learn what they're doing.”

6. **Focus on the Future**

The performance review should be focused on the future, not the past. After all, there's nothing that can be done to change what has already happened, all we can do is learn from it. Mentioning past accomplishments and shortcomings are useful to frame the rest of the conversation, but that's about it - the lion's share of your time in a review should be spent on forward facing subjects.

Use the performance review as an opportunity to set goals and objectives for the coming year. This will help to ensure that the employee is motivated and focused on improving their performance.

7. **Follow Up**

Once the performance review is over, don't just forget about it. Follow up with the employee periodically to see how they are progressing on their goals and objectives. This will show that you are committed to helping them improve and that their performance is important to you.

## DON'T:

1. **Don't Wait Until the Last Minute**

Procrastinating on performance reviews is a surefire way to make them less effective. If you wait until the last minute to prepare, you won't have time to give the employee's work the attention it deserves. This will make it more difficult to give specific and constructive feedback.

2. **Don't Go into the Meeting Unprepared**

As mentioned above, it's important to be prepared before meeting with an employee to discuss their performance. This means more than just reviewing their work beforehand. It also means having a clear understanding of your company's performance review process and what is expected of you as the manager or supervisor.

3. **Don't Blindside the Employee**

Performance reviews should not be a surprise to employees. They should be aware that their performance will be evaluated on a regular basis. If you blindside them with a performance review, it will only serve to make them defensive and less receptive to your feedback.

The best way to combat this is to encourage your employees to actively track accomplishments and learnings in anticipation of future reviews, almost like they're building a “performance review portfolio.”

4. **Don't Make it All About the Negative**

While it's important to focus on areas of improvement, the performance review should not be entirely negative. Be sure to mention the employee's successes and positive attributes as well. This will help to maintain a positive and constructive tone.

5. **Don't Skip the Details**

When giving feedback, don't skip the details. Vague comments such as “you need to do better” are not helpful and will only serve to frustrate the employee. Instead, be specific about what they need to work on and how they can improve.

6. **Don't Forget to Follow Up**

Once the performance review is over, don't forget about it.! Follow up with the employee periodically to see how they are progressing on their goals and objectives. This will show that you are committed to helping them improve and that their performance is important to you.

We're repeating this one because of how important it is. This is one of the big reasons that performance reviews have such a bad wrap as it as. If you don't follow up, then everything that was discussed feels like an empty promise and will erode the trust you've built with your employees.

7. **Don't Let the Performance Review Process Drag On**

Last but not least, don't let the performance review process drag on. If you wait too long to conduct performance reviews, they will be less effective. Employees will have a harder time remembering what they did in the past and it will be more difficult to give specific and constructive feedback.

Conducting performance reviews can be challenging, but following these tips will help to ensure that they are productive and positive experiences for both you and the employees.


The DOs and DON'Ts of Employee Performance Reviews


[1-on-1 meetings are key for any manager](https://www.topicflow.com/templates/) in order to build trust and rapport with their direct reports. They are also an important forum for giving feedback and coaching employees.

However, 1-on-1 meetings can sometimes feel like a waste of time if the manager is not prepared with the right questions to ask.

Here are 20 questions that every manager should ask during 1-on-1 meetings, and why they are important:

---

### This first section is a group of questions that should be a part of your regular routine for several reasons

- they are the primary reason for meeting on a regular basis
- the biggest value drviers for your team members
- they provide the perfect foundation for any 1-on-1 routine, whether its conducted on a weekly, bi-weekly or monthly basis.

---

### How are things going?

This is a simple but important question to start off 1-on-1s with. It shows that you care about how your direct report is doing and that you are interested in hearing about their current projects and challenges.

### What challenges are you facing?

This question gets to the heart of why 1-on-1s are important. By asking about challenges, you can help your direct report identify areas where they need support or coaching. You can also offer suggestions and resources to help them overcome these challenges.

### What needs to change for you to overcome these challenges and to be successful?

This question demonstrates your commitment to supporting your direct reports and to helping them be successful. It also allows you to identify any areas where you may need to provide more support.

A second benefit of this question is to get your counterpart to start thinking proactively about the earlier question "What challenges are you facing?" Prompting this type of thinking builds a habit of proactive problem solving - not all solutions need to come from you, their manager.

### What can I do to help you be more successful?

This question is a great follow-up to the previous question. It shows that you are willing to take action to help your direct report be successful. It also allows you to identify any areas where you can provide support in areas that may be beyond their control.

---

### This next batch of questions can be sprinkled into your routine intermittently.

For example, if you meet weekly, then each week you could select a couple of these questions for the week, and rotate through them on a regular basis.

This will keep your meetings feeling dynamic and interesting from week-to-week, while also maintaining a certain level of consistency.

---

### What do you think about our current project(s)?

This question shows that you value your direct report's opinion and that you want to hear their thoughts on the project. It also allows you to gauge their level of engagement and understanding of the project.

### How do you think we can improve our process?

This question shows that you are always looking for ways to improve and that you value your direct report's input. It also allows you to get some great ideas from your direct reports on how to improve your process.

### What are your thoughts on our current goal(s)?

This question allows you to gauge your direct report's level of understanding and engagement with the current goals. It also allows you to get their feedback on the goals and whether they think they are realistic or not.

### What do you think we could do to improve our goal-setting process?

This question is a great follow-up to the previous question. It shows that you are always looking for ways to improve and that you value your direct report's input. It also allows you to get some great ideas from your direct reports on how to improve your goal-setting process.

### What do you think is the most important thing we should be working on right now?

This question allows you to gauge your direct report's priorities and to get their thoughts on what is the most important thing you should be working on. It also allows you to realign your priorities if necessary.

### What are your thoughts on our current strategy?

This question allows you to gauge your direct report's level of understanding and engagement with the current strategy. It also allows you to get their feedback on the strategy and whether they think it is the right one for the company.

### What do you think we could do to improve our strategy?

This question is a great follow-up to the previous question. It shows that you are always looking for ways to improve and that you value your direct report's input. It also allows you to get some great ideas from your direct reports on how to improve your company's strategy.

### What do you think is the biggest risk we are facing right now?

This question allows you to gauge your direct report's level of understanding of the current risks the team is facing. It also allows you to get their thoughts on what they believe are the biggest risks. This question can help you identify potential risks that you may not have been aware of.

### What do you think is the biggest challenge our team is facing right now?

This question allows you to gauge your direct report's level of understanding of the current challenges the team is facing. It also allows you to get their thoughts on what they believe is the biggest challenge. This question can help you identify potential challenges that you may not have been aware of.

### What do you think is the biggest opportunity our team is facing right now?

This question allows you to gauge your direct report's level of understanding of the current opportunities the team is facing. It also allows you to get their thoughts on what they believe is the biggest opportunity. This question can help you identify potential opportunities that you may not have been aware of.

### What do you think is the biggest threat to our team's success?

This question allows you to gauge your direct report's level of understanding of the current threats to the team's success. It also allows you to get their thoughts on what they believe is the biggest threat. This question can help you identify potential threats that you may not have been aware of.

---

### It’s also important to ask questions about bigger-picture ideas. Don’t be afraid to prompt conversations revolving around department-level or company-level subjects.

These are naturally larger conversations, so there’s no need to hound your team with these questions week after week, consider using them on a quarterly basis. This will allow bigger thoughts and ideas to develop and mature, making the conversations worthwhile each time you ask such questions.

These kinds of questions could also help you understand who on your team is most interested and capable in advancing their career to the management level, even if they’re not expressing it outright.

---

### What do you think is the biggest risk our department is facing right now?

This question allows you to gauge your direct report's level of understanding of the current risks the department is facing. It also allows you to get their thoughts on what they believe are the biggest risks. This question can help you identify potential risks that you may not have been aware of.

### What do you think is the biggest challenge our department is facing right now?

This question allows you to gauge your direct report's level of understanding of the current challenges the department is facing. It also allows you to get their thoughts on what they believe is the biggest challenge. This question can help you identify potential challenges that you may not have been aware of.

### What do you think is the biggest opportunity our department is facing right now?

This question allows you to gauge your direct report's level of understanding of the current opportunities the department is facing. It also allows you to get their thoughts on what they believe is the biggest opportunity. This question can help you identify potential opportunities that you may not have been aware of.

### What do you think is the biggest threat to our department's success?

This question allows you to gauge your direct report's level of understanding of the current threats to the department's success. It also allows you to get their thoughts on what they believe is the biggest threat. This question can help you identify potential threats that you may not have been aware of.

### What do you think is the biggest opportunity the company is facing right now?

This question allows you to gauge your direct report's level of understanding of the current opportunities the company is facing. It also allows you to get their thoughts on what they believe is the biggest opportunity. This question can help you identify potential opportunities that you may not have been aware of.

### What do you think is the biggest risk the company is facing right now?

This question allows you to gauge your direct report's level of understanding of the current risks the company is facing. It also allows you to get their thoughts on what they believe are the biggest risks. This question can help you identify potential risks that you may not have been aware of.

### What do you think is the biggest challenge the company is facing right now?

This question allows you to gauge your direct report's level of understanding of the current challenges the company is facing. It also allows you to get their thoughts on what they believe is the biggest challenge. This question can help you identify potential challenges that you may not have been aware of.

### What do you think is the biggest threat to the company’s success?

This question allows you to gauge your direct report's level of understanding of the current threats to the company’s success. It also allows you to get their thoughts on what they believe is the biggest threat. This question can help you identify potential threats that you may not have been aware of.

## Free Meeting Templates

Topicflow's team of in-house meeting experts has curated these [free meeting templates](https://www.topicflow.com/templates/), ready for you to use in your next 1-on-1s or team meeting. We've built these templates right into our app, so you can get started with just a click or two — it's free!


What is Managing Up? Why it's Important and How to do it Well


In any organization, team meetings are essential to keeping everyone on the same page and moving forward together. But team meetings often become a breeding ground for conflict and frustration.

If you're struggling to keep your team engaged during meetings, here are a few tips to try.

## Make it interactive

One of the best ways to engage employees during team meetings is to make them interactive. This means giving everyone a chance to contribute by asking questions, sharing ideas, or brainstorming solutions.

If you can get everyone involved in the meeting, they'll be more likely to stay engaged and invested in the outcome.

An icebreaker is a great way to get everyone involved from the start. It can be something as simple as going around the room and having everyone share their favorite movie or something more creative like having everyone pair up and share one thing they have in common.

## Keep it focused

Another way to engage employees during team meetings is to keep the focus on the task at hand. This means setting an agenda ahead of time and sticking to it.

Bring the conversation back to the main topic if you get off track. This will help everyone stay focused and engaged.

Asking questions is a great way to get everyone thinking and involved in the discussion. Make sure to ask questions that require more than a yes or no answer so that everyone has to contribute.

## Encourage open communication

Open communication is essential for any team to function properly. During team meetings, encourage employees to share their thoughts and ideas freely.

If someone is hesitant to speak up, ask them directly for their input. By creating an environment where everyone feels comfortable communicating, you'll keep everyone engaged and focused on the task at hand.

If you're trying to solve a problem or come up with ideas, brainstorming is a great way to get everyone's input. Brainstorming can be done as a group or in smaller groups.

## Make it fun

Last but not least, try to make team meetings fun. This doesn't mean you need to turn them into a party, but you can try to add some elements of fun and excitement.

For example, you could hold a contest for the best ideas or offer prizes for the most engaged employees. Making team meetings fun will keep everyone engaged and excited to participate.

If people are starting to look disengaged, take a break! This will give everyone a chance to stretch their legs, grab a snack, and come back ready to participate.

## End with a summary

At the end of the meeting, summarize what was discussed and what the next steps are. This will help ensure that everyone is on the same page and knows what to do next.

If you follow these tips, you'll find it much easier to engage employees during team meetings.

By making them interactive, focused, and fun, you'll create an environment where everyone is excited to participate.


How to Keep Employees Engaged in Team Meetings


Are you looking for ways to make your team meetings more effective?

If so, you've come to the right place.

This article will share 24 tips to help you run more productive and successful team meetings.

By implementing these tips, you'll be able to keep your team on track and achieve your meeting goals.

Let's get started!

1. Ensure the agenda is circulated in advance and everyone has a chance to review it and add their input. (Check out Topicflow for this!)
2. Start and end on time. This sends the message that everyone's time is respected and that the meeting will be well-organized and efficient.
3. Keep the meeting focused by sticking to the agenda. If things start to veer off-topic, gently bring the conversation back to the main topic.
4. Encourage everyone to participate. This means creating an environment where people feel comfortable speaking up and sharing their ideas.
5. Be open to new ideas. Don't just shoot down ideas without giving them a fair hearing. You never know where the next great idea might come from.
6. Avoid getting bogged down in details. Sometimes it's necessary to get into the nitty-gritty, but try to keep the big picture in mind.
7. Encourage dissenting opinions. It's important to hear different points of view and to have a healthy debate.
8. Be respectful of everyone's time. This means avoiding side conversations, keeping cell phones away, and being mindful of people's body language.
9. Take breaks as needed. If people are starting to get fidgety or the discussion is getting heated, it might be time to take a 5-minute break.
10. Keep the meeting as short as possible. People have busy schedules, and their time is valuable. Try to get through the agenda items as quickly as possible without sacrificing quality.
11. Assign action items and follow up afterward. Make sure everyone knows what they're responsible for and when it's due. This will help to ensure that things get done after the meeting.
12. Make sure meeting minutes are circulated. This allows everyone to review what was discussed and ensure everyone is on the same page.
13. Encourage open communication. This means creating an environment where people feel comfortable coming to you with questions or concerns.
14. Be responsive to feedback. If people are giving you feedback, take it seriously and try to make changes accordingly.
15. Be flexible. Things change and people's schedules are unpredictable. Try to be flexible and accommodating when possible.
16. Set ground rules. This will help to ensure that everyone is on the same page and that the meeting runs smoothly.
17. Be prepared. This means having all of the necessary materials and information ahead of time.
18. Anticipate questions. Think about the questions that might come up and have answers ready.
19. Have a backup plan. Things don't always go as planned. Have a backup plan in place in case something goes wrong.
20. Keep an open mind. Be willing to consider new ideas and perspectives.
21. Be decisive. Sometimes you have to make tough decisions. Be prepared to do so.
22. Be organized. This means having all of the necessary materials and information ahead of time.
23. Be professional. This means maintaining a respectful and positive attitude, even when things get tough.
24. Have fun. Meetings don't have to be all business all the time. try to inject some fun into the mix whenever possible.

If you want to ensure your next meeting is a success, follow these 24 tips.

From circulated agendas in Topicflow to flexible mindsets, these tips will help to ensure a productive and efficient meeting.


Top 24 Tips to Run Effective Team Meetings


## Introduction

If you work in a decentralized team, you are probably familiar with the challenges of different work schedules.

Working remotely can be great because it allows for a lot of flexibility, but it can also be tough because it's easy to feel isolated.

Problems that in-person teams might choose to address in a face-to-face meeting could take a long time to solve if communicated through messages.

This is where asynchronous communication can be helpful. When real-time meetings are not possible, asynchronous communication is a way to deliver priorities more effectively.

## What is asynchronous communication?

Asynchronous communication is a type of communication that is not in real-time. There is a delay between when the message is sent and when it is received.

Global or remote teams often use asynchronous communication because it allows for effective communication without needing an immediate response.

## Why is asynchronous communication important?

When was the last time you got work notifications after-hours? How about being interrupted by your phone, texts, and social media notifications during work hours?

How did it feel?

Chances are, you felt more unproductive and efficient.

There are adverse effects of having regular work conversations after-hours and getting interrupted frequently.

First, it can hurt employee performance and morale.

Then, it can drain productivity as employees are pulled away from their work to have these conversations.

And most unfortunate yet, it can create a feeling of being "on call" all the time, which can be stressful and lead to burnout.

Fortunately, you can try to have these conversations during regular work hours. If that's not possible, you can try to use asynchronous communication methods, like email or chat. This way, employees can have the conversation when it's convenient for them, and they're not pulled away from their work.

This is because asynchronous communication allows employees to focus on their priorities by putting a stop to ineffective communication, like meetings with no agenda.

Additionally, it promotes a workplace that is more productive and efficient. Consider implementing asynchronous communication within your team.

This results in a culture of thoughtfulness and inclusivity, where employees feel comfortable jumping back into work without worrying about missing a meeting in another time zone.

## How does asynchronous communication work in practice?

In asynchronous communication, messages are not sent immediately but are instead stored and delivered at a later time.

This can be useful when people are not available to communicate simultaneously or when messages need to be delivered in a different order than they were sent.

Asynchronous communication can also help to avoid overwhelming people with too many messages at once.

**Here are some asynchronous communication best practices:**

**DO:** Instead of having daily stand-ups, weekly updates, and brainstorming sessions, use asynchronous communication for remote teams.

Asynchronous communication can be a great way for remote teams to stay connected, even when team members are in different time zones. By using daily stand-ups, weekly updates, and brainstorming sessions, team members can stay up-to-date on what's going on without having to coordinate a meeting.

**DON’T:** 1-on-1s and coaching shouldn’t be replaced with asynchronous communication.

It is crucial for managers and employees to connect for 1-on-1 conversations to build trust and have coaching conversations. Real-time conversations, in-person or virtual, are essential for 1-on-1s to be effective. Asynchronous communication cannot replace 1-on-1s.

**DO:** Use asynchronous communication for employees that have proactive roles and responsibilities.

Proactive roles refer to areas of responsibility that don't require real-time communication to make progress. For instance, think of your accounting department creating the budget for the next fiscal year. While very important, the role does not require immediate responses from other staff to complete the deliverable.

**DON’T:** Use asynchronous communication for employees that have reactive roles and responsibilities.

Reactive roles are areas of responsibility that demand immediate attention, as opposed to proactive roles. A great example of this is your customer support team. Because customer concerns need to be solved in real-time, asynchronous communication among customer support representatives wouldn't work well.

## Topicflow supports both asynchronous and synchronous communication for better team collaboration.

Plenty of remote teams have adopted asynchronous communication successfully with the help of asynchronous communication tools. Topicflow is a leading platform to consider implementing for better team collaboration.

Topicflow is a meeting productivity solution designed to make your team meetings and 1-on-1s more productive and meaningful. Topicflow users can easily connect with Google and Outlook calendars.

**Key features:**

- Build and share agendas, capture notes in real-time, and add rich media.
- Resolve every conversation, follow topics across meetings, reference notes, and action items.
- Track action items, make decisions, and stay committed to goals.
- $5/USD per user per month for upgraded features.

## Final thoughts

Now that we’re well aware of the adverse effects of having regular work conversations after-hours, like hurting employee performance and morale, and the best practices of asynchronous communication—it’s time to take action.

Your team doesn't have to adopt the "always-on" culture with the correct implementation of asynchronous communication. Instead, communicate effectively across different time zones asynchronously to ease the pressure of responding outside work hours.

After all, the beauty of asynchronous communication is its proactive approach to addressing priorities.

Adopting a workflow that supports both asynchronous communication and synchronous communication will ultimately support the productivity of employees working across different time zones and remote teams.

Let us know if you currently use asynchronous communication for in-person or remote teams. Have you adopted a meeting or productivity tool to do this?


What is asynchronous communication? (and how to embrace it in global remote teams)


Creating a meeting is easy. Two clicks. Bam, done. A newly-minted block of my team’s time to… do what?

Truthfully, we’ve all prioritized convenience over quality. I just did it this afternoon when I ordered Uber Eats instead of making a salad with the ingredients in my fridge.

Similarly, when I’m setting up a meeting with my team, more often than not, the tendency is to add *just* enough detail for folks to know what it’s about. If they want more detail… well, they can go find it themselves.

To painstakingly prepare for every single meeting I host *and* ensure that my invitees are equally as prepared does not feel like a great use of my time. So, I submit to convenience. I decide to wing it. I tell myself it’ll all work out fine. And what does that translate to? A meeting that also does not feel like a great use of my time *or* any one else’s. So rather than just “wasting my own time preparing,” I’ve now wasted everyone’s time by not preparing.

The funny thing is, it’s not really that hard or time consuming to prepare adequately, it just seems inconvenient. In the age of instant gratification, an inconvenience may as well be a stop sign for most people. In reality, all that’s happened is that we’ve deferred the work of meeting prep until the actual meeting begins, which is a far more expensive (and frustrating) way to spend your team’s time. It’s certainly not an easy habit to break, but it’s one of the core factors holding us all back from being world-class meeting facilitators.

### Let the scavenger hunt begin.

One of the biggest contributors to this feeling of inconvenience is having to search for everything you need in a variety of different places, then bringing them all together in a format that can facilitate a good meeting.

Your calendar event plays its part, but you probably want to have some notes prepared, unfortunately, those notes need to live somewhere else, since that’s not what a calendar is built for. You might also have some work stored elsewhere that you need to reference in addition to your notes. Maybe you’re tracking some projects or action items as well and need to provide a progress update from yet another source. And, if there was a previous meeting that ties into this one, then you need to go hunt for those notes too. 5 disparate tools, just to have a conversation.

🤦 What a mess.

### Enter: Topicflow.

Topicflow is a web app that brings everything together in a simple way, so that you don’t need to go on a scavenger hunt every time you need to meet with your clients, coworkers, or anyone else.

Topicflow integrates with your calendar as its foundation, and builds on your calendar events. Each calendar event is attached to all of the relevant information needed for that meeting, including notes, action items and past meetings (it can even play host to other tools!).

Everything you need to make your meeting productive, meaningful, and *convenient*.


Why Do My Meetings Feel Like a Scavenger Hunt with No Prizes?

Today, Topicflow launched its new meeting and agenda app with innovative, multiplayer agendas designed to help teams make decisions and take action.
To help teams make decisions and take action, Topicflow launches with smart, multiplayer agendas designed to work with your favorite calendar: Google Calendar or Outlook Calendar.
With Topicflow, teams can easily create and share agendas, vote on items, and take action items. The app also features a built-in chat function, so teams can discuss items and make real-time decisions.
Topicflow is the perfect tool for teams who want to be more productive and efficient in their meetings. With its intelligent, multiplayer agendas, teams can make decisions faster and take action items more effectively. Try Topicflow today and see how it can help your team get more done.
With Topicflow, now managers and their teams can:
<ul>
<li>Get everyone on the same page: With our unique agenda format, everyone can see what's been decided, what's still up for discussion, and what needs to happen next—all in one place.</li>
<li>Make decisions faster: Topicflow's multiplayer agendas let you move items around and vote on them in real-time, making decisions quickly and efficiently.</li>
<li>Take action immediately: Once you've decided on a course of action, you can create action items and assign them to team members right from the app.</li>
</ul>
To learn more and start using Topicflow today, visit our website to sign-up for free.
If you like what you see, please take a moment to check out our launch on Product Hunt and upvote or comment to show your support. <a href="https://www.producthunt.com/posts/topicflow">https://www.producthunt.com/posts/topicflow</a>