ENGINEERING
Managing Engineering Operations
Performance Management
Performance management ensures that individuals and teams are meeting goals effectively while growing their skills. A robust approach aligns everyone with company objectives and identifies opportunities for improvement.
Why it's Important
Aligns individual efforts with business and product goals.
Improves overall productivity and accountability.
Fosters career growth and satisfaction among team members.
How to Implement
Set clear, measurable objectives for individuals and teams using frameworks like OKRs (Objectives and Key Results).
Implement regular one-on-ones to discuss progress and challenges.
Use AI tools to analyze performance metrics and identify trends.
Provide actionable feedback based on observable behaviors and results.
Develop personalized growth plans for team members.
Available Workshops
OKR Planning Workshop: Collaboratively define objectives and key results for teams and individuals.
Feedback Training Session: Teach managers and team members how to give constructive and actionable feedback.
Growth Plan Workshop: Create individual development plans tailored to career aspirations and skill gaps.
Performance Review Simulation: Practice conducting performance reviews to ensure fairness and consistency.
Team Goal Alignment Session: Ensure team objectives are interconnected and aligned with broader company goals.
Deliverables
Documented OKRs for individuals and teams.
Standardized performance review process.
Personalized growth and development plans.
How to Measure
Progress against OKRs and team objectives.
Employee feedback on performance management processes.
Retention rates and internal promotions.
Real-World Examples
Uses OKRs at every level to align individual contributions with company goals.
Microsoft
Shifted to a growth mindset approach in performance management to foster innovation.
Netflix
Focuses on regular, informal feedback rather than traditional annual reviews.
Get It Right
Keep objectives realistic and tied to measurable outcomes.
Ensure feedback is regular, specific, and constructive.
Use data to make performance discussions objective and actionable.
Align individual growth plans with both personal aspirations and company needs.
Celebrate successes to boost morale and motivation.
Don't Make These Mistakes
Setting vague or unattainable goals.
Ignoring underperformance or failing to address issues promptly.
Providing feedback only during formal reviews.
Failing to recognize and reward achievements.
Overemphasizing metrics while ignoring qualitative insights.
Provided courtesy of Tricia Ballad, Tech Leader
Disentangled Tech