Gain insights into performance management for engineering teams. Discover how to set clear expectations, design performance metrics, and provide constructive feedback to enhance team productivity and accountability.

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A manager is responsible for assigning tasks to the team members, keeping tabs on the progress, and analyzing their performance. A good manager must know their strengths and use them accordingly.

This course covers the essentials of performance management in engineering teams. You’ll learn the importance of setting clear expectations and the difference between individual and collective accountability. You’ll learn the importance of performance metrics and design them for your team. Next, you’ll explore ways to keep your team motivated and provide each team member with constructive feedback. You’ll learn how to decide when to let a team member go, including planning for a successor.

By the end of this course, you’ll have learned to apply processes and practices to monitor the performance of your team. You’ll be able to provide timely and constructive feedback to your team, including performance reviews. In addition, you’ll be able to balance a team with members having varying performances and competencies.

Effective Performance Management for Engineering Teams

Having closed the meeting, take the time to capture your thoughts and your employee's reactions, and document them. Again, the HR team may have a formal place to capture this information, and it will be incredibly important to follow their guidelines when doing so. At a minimum, your follow-up should include:

* The date/time of the meeting
* The attendees (in some cases, your boss or an HR rep may be in the meeting with you, particularly for more-negative reviews)
* The written review itself
* Key points and phrases the employee used
* Any points of disagreement

Go back through your written notes, reorganizing and capturing them in this writeup. Keep a copy of this, then send it to wherever or whomever HR dictates. If new goals or development targets came up during the conversation, make sure you've got them handy for when you start working with your employee to figure out the next cycle's goals and expectations.


Remember to document the meeting details, including the employee's objectives and expectations for the next review cycle. 

Introduction

Overview of Performance Management

The Need for Clear Expectations

Accountability

Metrics

Motivation

Feedback

Performance Reviews

Corrections

Termination/Separation

Rewards

The Development of Talent

Conclusion

After the Performance Review