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

While we're on the subject of performance expectations, let's draw a clear line between expectations and goals. Expectations are what you need your employees to be doing right now, and goals are what they want to be doing down the road. You want your employees to have goals, and in many cases, you can create goals for your employee that line up with positions/roles they want to grow into. This will be particularly important for the more junior members of your team---giving them concrete steps to take will help them grow into their successive positions. Not only is this good for them, it's good for you as their manager---you begin to "shape" the team to take on missing or weak skills, which in turn increases your team's ability to do the current work and/or take on new kinds of work.


How are employee expectations and employee goals different?

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

Expectations vs. Goals