John Jonas wants three things in daily reports from his team: what you did, what problems came up, and what help you need. He says terse reports miss the point, long ones with links waste time, and most people skip at least one question. Good reporting signals you care and catches problems early.
Questions this video answers
1) What did you do today? 2) What problems did you run into? 3) What can I help you with?
Chapters
What does a daily report look like from my ofs? So in my daily reports that I want my team to send me crossing the Creek, I asked them to answer three questions. They usually don't do it, but here are the three questions that I start with. Number one, what did you do today? Number two, what problems did you run into? And number three, what can I help you with? Usually I only get one of them. I only get all. What did you work on today? And what that looks like is so different for different people. I have a couple people that say, answered emails, and that's it. That's the entire report. I have others that do customer support, and they'll paste in 20 different links of different profiles of workers that they looked at and talk about why they're looking at them and the questions that they answered in emails. And so some. Some people's reports are super long, some are super short. Some people say the same thing every day, and that a little bit worries me, but I know that their job is pretty similar every day. The questions of what problems did you run into and how can I help you with? Stem from just trying to prevent them from disappearing, giving them an out for when they run into a problem. And it also just tells them, just saying, hey, this is what I want in your report. Just tells them, hey, I care. Like, I'm concerned about you. The issue is when I don't get reports from people, which is common, and it's common among specific people, and then sometimes I let it go, sometimes I say something about it. It kind of depends on you and your personality and me. They're really important, and yet I still let them go. And maybe that's why I have people that have worked for me for 15 years. But I do feel like the daily report is super important. And the better you can get your team at doing it, the less likely you are to have issues with them.
