Here's how you can effectively give feedback and evaluate performance for your team while job searching.

1 Set Expectations

To start, clearly define performance expectations for your team. This clarity allows you to measure performance objectively while you're focused on job searching. Discuss goals and benchmarks with your team members and ensure they understand how their work contributes to the larger objectives. By setting these standards upfront, you provide a framework for feedback and evaluation that is understood by all. This approach minimizes confusion and helps maintain focus, which is especially important when your attention might be divided during a job search.

2 Regular Check-ins

Regular check-ins are a cornerstone of effective team management, particularly when you are job searching. These meetings provide an opportunity for open dialogue and can help you stay connected with your team's progress. Use this time to address any concerns, offer support, and give recognition where it's due. By staying engaged, you ensure that your job search does not negatively impact your team's performance and that you remain an integral part of the workflow and decision-making process.

4 Performance Metrics

Utilize performance metrics to objectively evaluate your team. These quantifiable measures can range from sales targets to customer satisfaction scores, depending on your industry. By relying on data, you can make informed decisions about your team's performance, which is particularly helpful when your time and attention are split due to job searching. Ensure that these metrics are aligned with the expectations you've set so that your team can clearly see how their efforts are measured and understand the basis of your evaluations.

5 Encourage Self-Review

Encouraging self-review empowers your team members to take ownership of their performance. Ask them to reflect on their achievements and areas for improvement. This not only fosters a culture of self-improvement but also provides you with insights into how each member perceives their work. When balanced with your own observations, this can lead to more comprehensive evaluations. As you search for new opportunities, encouraging self-review can also help maintain performance standards in your absence.

6 Follow Through

Finally, follow through on the feedback and evaluations you provide. If you've identified areas for improvement, check in on progress and offer assistance if needed. Recognize and reward improvements to motivate your team further. Your commitment to their development—even as you seek new job opportunities—will build trust and respect, ensuring that your leadership is effective until the very end of your tenure with the team.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?