Sometimes we have days that seem to pass so quickly and all team members are performing at a 10. We are in the zone. And, other days seem to never end. Everyone is running around and we feel like we are behind the eight ball and have no shot.

These days can make or break a team and the morale of an office. 

On days like these, good or bad, it’s great to have a quick End of Day Review. These types of days each have a valuable lesson we can learn from if only we take the time to review. The best time to do this is at the end of the day. 

EDRs allow us to discuss what worked or what didn’t work while it’s fresh on our minds. This is a quick, open discussion done honestly with the entire team present and involved in a positive and constructive environment.  

Allow your team members to lead the discussion as much as possible, it empowers them to improve and take ownership of their actions. On a good day, it gives everyone an opportunity to celebrate and encourage each other. On a not-so-good day, it allows each team member a chance to own their actions and discuss what they could have done better. 

EDRs are a great way to acknowledge exceptional performance the day it occurs, as well as address less-than-acceptable performance without it lingering for days or weeks at a time. 

After some time, and as EDRs become part of your culture, an amazing thing will happen: your team just might begin to call for EDRs because they have been empowered, they have been acknowledged, and they have seen the benefit of being held accountable. 

This is what we all hope for, to grow our team members into successful leaders in our practices.