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Most managers suck at doing performance reviews.
Here& #39;s a step-by-step guide for managers to be better at this:
Here& #39;s a step-by-step guide for managers to be better at this:
First, block off a 90-min slot every month for each subordinate.
Research has shown that 90mins of a manager& #39;s time can improve the quality of your subordinate& #39;s work for 2 weeks.
The best cadence depends on the context of your business.
For starters, keep it a monthly affair.
Research has shown that 90mins of a manager& #39;s time can improve the quality of your subordinate& #39;s work for 2 weeks.
The best cadence depends on the context of your business.
For starters, keep it a monthly affair.
This is the subordinate& #39;s meeting.
Allow him to set the agenda and tone.
As the manager, you are only there to learn and coach.
Here& #39;s my agenda template:
* Goal review
* Progress update
* Two-way coaching
* Career growth
* Performance feedback
Let’s break it down ↓
Allow him to set the agenda and tone.
As the manager, you are only there to learn and coach.
Here& #39;s my agenda template:
* Goal review
* Progress update
* Two-way coaching
* Career growth
* Performance feedback
Let’s break it down ↓
• Goal Review
The subordinate& #39;s goal should be aligned with the manager& #39;s goals.
E.g. if you have 2 goals as marketing director,
- Upgrade branding
- Create new promo program
The subordinate should take either of these and create action plans for it.
We work this out here.
The subordinate& #39;s goal should be aligned with the manager& #39;s goals.
E.g. if you have 2 goals as marketing director,
- Upgrade branding
- Create new promo program
The subordinate should take either of these and create action plans for it.
We work this out here.
• Progress update
Check the subordinate& #39;s progress with the action plans.
Hash out any problem.
Questions to ask:
- What are you currently working on?
- How are we doing on the plan?
- Is there an obstacle to your progress?
- What do you need from me to be (more) successful?
Check the subordinate& #39;s progress with the action plans.
Hash out any problem.
Questions to ask:
- What are you currently working on?
- How are we doing on the plan?
- Is there an obstacle to your progress?
- What do you need from me to be (more) successful?
• Two-way coaching
Good managers aren’t taskmasters. They are teachers, coaches, and mentors.
1:1 meetings are not only great for building relationships, but also engaging employees.
Coach them to:
- Set their sights on future improvement
- Build a habit for rigorous thinking
Good managers aren’t taskmasters. They are teachers, coaches, and mentors.
1:1 meetings are not only great for building relationships, but also engaging employees.
Coach them to:
- Set their sights on future improvement
- Build a habit for rigorous thinking
• Career Growth
I’ve never met a subordinate who didn’t want more respect and freedom.
They want to drive their own success, have an impact, and be recognized for their work.
Focus on:
- Skill development
- Growth opportunities
- Vision of their future at the company
I’ve never met a subordinate who didn’t want more respect and freedom.
They want to drive their own success, have an impact, and be recognized for their work.
Focus on:
- Skill development
- Growth opportunities
- Vision of their future at the company
• Performance feedback
Summarize subordinate’s accomplishments since the last meeting:
- Highlight specific action and specific results
- Tie recognition to company objectives and strategies
Recognition can be a powerful motivator.
Be intentional when doing it.
Summarize subordinate’s accomplishments since the last meeting:
- Highlight specific action and specific results
- Tie recognition to company objectives and strategies
Recognition can be a powerful motivator.
Be intentional when doing it.
Don’t underestimate the power of conversations.
Done right, they build team confidence.
As @sherylsandberg says, “Talking can transform minds, which can transform behaviors, which can transform institutions.”
Follow this template to enhance your odds of unleashing this power.
Done right, they build team confidence.
As @sherylsandberg says, “Talking can transform minds, which can transform behaviors, which can transform institutions.”
Follow this template to enhance your odds of unleashing this power.
I hope you& #39;ve found this helpful.
I& #39;ve learned this framework from great managers whom I have worked with in the past, and now it is yours.
If you enjoyed this thread,
1) Follow me @eugenecheang for more of these.
2) RT the tweet below to share this thread with your audience. https://twitter.com/eugenecheang/status/1537779601987932160">https://twitter.com/eugeneche...
I& #39;ve learned this framework from great managers whom I have worked with in the past, and now it is yours.
If you enjoyed this thread,
1) Follow me @eugenecheang for more of these.
2) RT the tweet below to share this thread with your audience. https://twitter.com/eugenecheang/status/1537779601987932160">https://twitter.com/eugeneche...
