zlib.pub_the-managers-path-a-guide-for-tech-leaders-navigating-growth-and-change

Use a habit of continuous feedback to talk about things that don’t seem to be going well as you start to notice them, rather than waiting until the review cycle to have uncomfortable conversations.

As situations arise, use coaching to ask people what they might have done differently.

Save your valuable coaching time for those who are receptive to it.

we tend to remember and overemphasize things that happened most recently, and forget about the things that happened six months or a year ago.

Forcing yourself to be specific will steer you away from writing reviews based on underlying bias.

Those strengths are what you’ll use to determine when people should be promoted, and it is important to write them down and reflect on them.

If the person is doing a solid job at her level but isn’t ready for promotion, the feedback should indicate one or two skills she needs

If the person is doing a solid job at her level but isn’t ready for promotion, the feedback should indicate one or two skills she needs to expand to become qualified for promotion.

nature of the tech industry is such that skills need to be refreshed to stay current,

If someone is underperforming across the board, the review should not be his first time getting that feedback.

if someone has recently been promoted, you may want to prepare her for the fact that she will be reviewed based on higher standards.

people are uncomfortable being told they merely meet expectations, especially those who are early in their careers. Come prepared to dig into the reasons for this score, including examples of how the person could achieve a higher score.

Real potential shows itself quickly. It shows itself as working hard to go the extra mile, offering insightful suggestions on problems, and helping the team in areas that were previously neglected.

You are not molding young minds; you’re asking employees to do work and help you grow a company.

Your job with this group is to make sure that they’re learning how to estimate their own work, getting it done roughly within the estimates, and learning from their mistakes.

When members express the desire to be promoted and they don’t have a strong case for promotion, telling them what goes into the process will help them understand what they may need to change.

Keep an eye out for opportunities for your team members to stretch themselves and grow.

As much as it might hurt you to lose them, they may be better off in another team or even another company with new challenges.

careers. If there is no growth potential on your team because there’s no room for people to work at a more senior level, it may be a sign that you need to rethink the way work is done in order to let individuals take on bigger responsibilities.

If there is no growth potential on your team because there’s no room for people to work at a more senior level, it may be a sign that you need to rethink the way work is done in order to let individuals take on bigger responsibilities.