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people:hr:quarterly-review-process [Mar 31, 2010 10:06 PM] dordal |
people:hr:quarterly-review-process [Oct 20, 2023 12:20 AM] 111.225.149.142 removed |
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+ | = Conducting The Quarterly Review w/ Engineers = | ||
+ | As a manager, I feel it is important to regularly checkin with your development, | ||
+ | |||
+ | == Tips == | ||
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+ | When you're conducting a quarterly review, I like to keep a few things in mind. | ||
+ | |||
+ | * **Keep your questions open ended.** You want to provide feedback to your staff, but it's best to listen 80% of the time. So ask questions that don't have a yes no answer, and see where people take them (e.g. 'what other areas would you like to get into?' rather than 'would you like to get into more web development?' | ||
+ | * **Keep things informal.** Some companies like employees to fill out scorecards and whatnot; I find that just puts unnecessary pressure on both the reviewer and the reviewee. | ||
+ | * **Make the reviews part of a regular process,** and let the employees know that. People can get worried when the boss wants to ' | ||
+ | |||
+ | == High Level Questions == | ||
+ | |||
+ | I use these high level questions to help frame the discussion with an employee. They' | ||
+ | |||
+ | * **How are things going?** This is a good opener; just get a sense of how life is going. | ||
+ | * **What are you liking/not liking about your job?** Try to focus on both the positive and the negative; in particular you want to listen for things that you might be able to change for your employee. I typically try to frame the 'not like' in such a way: 'look, I know there are all some things that we don't want to do in our jobs, but we just have to do them. That being said, my goal is to reduce your list of not-likes to as few as I possibly can, given the needs of the company. So what could we look at improving?' | ||
+ | * **What do you think [ACME Inc.] can do better, and how do you think you can help with that long term?** Once someone has spent at least three to six months working in a business, they' | ||
+ | * **What are your personal / professional goals, and how can [ACME Inc.] help make those happen?** Ultimately, you want your employees to feel like the company is meeting their needs and advancing their goals; they' | ||
+ | == Back Across the Table == | ||
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+ | You'll certainly want to provide feedback to your employee about how they are doing; afterall, that's the point of the review. I'd recommend doing it toward the end, after they' | ||
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+ | * How //you// think they are doing. | ||
+ | * What you like/ | ||
+ | * What you think they need to improve on. If you can, set some metrics around this improvement. For example, if they' | ||
+ | * If you're prepared to talk about it, discuss how the company may be able to change to meet their personal or professional goals, or to eliminate some of the ' | ||
+ | |||
+ | == Taking Notes == | ||
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+ | I recommend you take notes throughout the process and keep those notes in a file for each employee, so you can refer back to them prior to the next review. |