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

As with the discussion around metrics, keep in mind that some feedback should be generalized to the team, and some should be generalized to the individual. Usually this will go hand-in-hand with the metrics being gathered and examined, but it is often the case that a manager will want to praise a team for the work they've done while privately speaking with individuals to provide coaching and guidance.

When providing the team with feedback, think carefully about whether to call out individuals within that context---while it's certainly appropriate to celebrate an individual's accomplishments, team members will notice if the praise is overtly centered around just one or two members. While you certainly don't need to "keep score" to ensure that each team member is given an equal amount of time in the praise spotlight, you also want to make sure you are staying in touch with each member of the team to have opportunities to call their wins out in a semi-public (that is, team-wide) setting.


Learn to strike the right balance between providing effective feedback in a team and individual setting.

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

Team vs. Individual Feedback