Running Performance Reviews
Running performance reviews involves the systematic evaluation of individual employees’ work performance over a specific period. This process assesses contributions to team and company goals, strengths, areas for improvement, and development needs.
Goal
The goal is to foster a culture of continuous improvement, align individual objectives with team and company goals, and support personal and professional development.
Context
While Product Teams are responsible for delivering continuous feedback and coaching, performance reviews provide a structured framework for assessing performance over a defined period. A more formal process is needed to feed into compensation decisions, promotions, and career development plans.
Inputs
| Artifact | Description |
|---|---|
| Detailed Job Descriptions | Detailed outlines of the role, including responsibilities, required skills, and qualifications. |
| Process Concepts Assessments | Examination of awareness and buy-in for the key structures of the development process and expectations by level. |
| Research Capability Assessments | Examination of research practices to ensure that they align with the research principles and expectations by level. |
| Design Capability Assessments | Examination of design practices to ensure that they align with the design principles and expectations by level. |
| Development Capability Assessments | Examination of development practices to ensure that they align with the development principles and expectations by level. |
| Feedback Points | Specific, actionable feedback on an individual's performance and contributions. |
Outputs
| Artifact | Description | Benefits |
|---|---|---|
| Performance Reviews | Comprehensive assessments of an employee's performance, including achievements, contributions, and areas for improvement. | Identifies strengths and areas for improvement; aligns individual objectives with team and company goals. |
| Performance Improvement Plans | A document detailing the specific areas for improvement, actions to be taken, milestones, and the timeline for reassessment. | Provides a clear, actionable path for improvement; fosters personal and professional growth. |
Anti-patterns
- Lack of preparation: Conducting reviews without adequate preparation, resulting in vague feedback and unclear objectives.
- Inconsistency: Applying different standards and processes for different team members, leading to perceptions of unfairness.
- Overemphasis on negatives: Focusing disproportionately on areas for improvement without recognising achievements, which can demotivate employees.