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.

Performance Management for Engineering Management.png

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

Often metrics will be paired with organizational goals or directives in one of the more popular "business-centric" formats like KPIs (Key Performance Indicators) or OKRs (Objectives and Key Results). While KPIs and OKRs are often developed and maintained at the more strategic levels of the company (Director or VP levels and above), they will affect an individual team in two ways; they will either "trickle down" or "cascade down" to your team, or individual teams will sometimes be asked to create their own OKRs or KPIs.


Learn about the "business-centric" metrics set in place to measure organizational progress, such as OKRs and KPIs.

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

Common Business-Centric Metrics Systems