Performance Reviews: Making the Most of Twice-Yearly Check-ins
As an engineering manager, one the most difficult parts of my role is conducting performance reviews. These reviews are essential to the growth and development of both individuals and teams as a whole. I currently find myself in a situation where these only happen twice a year. This can sometimes feel like an uphill battle to ensure they are truly successful. Here’s how I navigate this terrain and make the most of these semi-annual check-ins.
The Frequency Conundrum
Twice-yearly performance reviews are a common practice in many organizations, but let’s be honest — it’s not enough. Six months is a long time in the fast-paced world of software development. Waiting that long to provide feedback can mean missed opportunities for growth, alignment, and course correction. Despite my desire for more frequent reviews, I have to work within the constraints given. So, how do we make the most of these limited opportunities?
Continuous Feedback is Key
To bridge the gap between formal reviews, I emphasize the importance of continuous feedback. This isn’t about micromanaging but about fostering an environment where feedback is a regular part of our interactions. Whether it’s a quick comment during a stand-up, a note in a code review, or a more detailed discussion during the one-on-ones, continuous feedback helps keep everyone aligned and on track. It’s important to make a conscious effort to provide this feedback. I have admittedly missed many opportunities for providing this type of feedback. You need to make time to do this.
Setting Clear Goals
Goal setting is an integral part of effective performance reviews. Clear, achievable goals provide direction and motivation for both individuals and teams. Here’s how I approach goal setting:
Individual Goals
Align with Career Aspirations: Understand each team member’s career goals and align their performance goals accordingly. This not only keeps them motivated but also ensures they see a clear path for growth within the company.
SMART Goals: Encourage the creation of Specific, Measurable, Achievable, Relevant, and Time-bound (SMART) goals. This framework help in setting clear expectations and makes it easier to track progress.
Skill Development: Focus on both technical and soft skills. Whether it’s mastering a new programming language or improving communication skills, a balanced skill set is crucial for personal and professional growth.
Team Goals
Project Milestones: Break down large projects into smaller, manageable milestones. This helps in tracking progress and ensures the team remains focused and motivated.
Collaboration and Innovation: Set goals that encourage collaboration and innovation. This can include initiatives like code reviews, pair programming, or hackathons. Collaborative goals help build a stronger, more cohesive team.
Continuous Improvement: Establish goals around process improvement. Whether it’s refining the CI/CD pipeline or improving code quality, continuous improvement goals ensure the team is always striving to do better.
Making Reviews Constructive
When it comes to the actual review, my goal is to make it as constructive and forward-looking as possible. Here are a few strategies I will be employing this review cycle:
Balance Feedback: Start with positive feedback and acknowledge achievements before diving into areas for improvement. This balanced approach ensures the review is motivating rather than demoralizing.
Actionable Insights: Provide specific examples and actionable insights. Vague feedback can be frustrating and unhelpful. Specificity helps individuals understand exactly what they need to work on.
Development Plans: Create a development plan for each team member. This includes training opportunities, mentorship, and resources they might need to achieve their goals.
Conclusion
Performance reviews, especially when limited to twice a year, can be challenging. However, by fostering a culture of continuous feedback, setting clear and meaningful goals, and ensuring reviews are constructive and actionable, we can make the most of these critical check-ins. Ultimately, it’s about supporting the team members in their growth and ensuring the team as a whole continues to thrive.