Miscommunications and Remedies
My experiences over the past year have highlighted miscommunications that we can collaboratively address moving forward:
- Clear, Equitable, and Measurable Performance Metrics: Develop clear, measurable, and actionable performance metrics to encourage growth. Utilize the SMART (Specific, Measurable, Achievable, Relevant, Time-based) framework as a communication strategy in our feedback process.
- Regular Actionable Performance Feedback: Ensure that actionable performance feedback is provided weekly, even when challenges such as layoffs or competing priorities arise, making it difficult for leaders to find time, as such periods can quickly turn into four months.
- Immediate Corrective Feedback: Avoid withholding corrective feedback to "establish a pattern." Addressing issues promptly is more constructive and helps prevent negative patterns from developing entirely.
Prioritize Psychological Safety and Constructive Performance Reviews
: Emphasize psychological safety to create an environment conducive to personal development and collective success. Echoing
’s findings, recognize psychological safety as a key factor in high-performing teams. Differentiate
performance metrics from punitive measures
to ensure equity and foster growth during the interactive process, especially during the three-month period designated for iterating on and refining these accommodations and strategies. If necessary, integrate these metrics into subsequent coaching or PIPs, balancing evaluation with ongoing growth opportunities.
Effective 1:1s and Performance Feedback
In our weekly meetings, we will assess if I am meeting my role's expectations, taking into account the interactive process, and my latest progress after returning from medical leave and receiving the proper equitable accommodations.
- Weekly Expectation Adjustments: Regularly review and update project expectations and scopes to ensure alignment and optimal approach.
- Emphasis on Measurable Outcomes: Focus on quantifiable results like Sprint Points and project deadlines. Have these metrics assessed by both peers and management for a comprehensive evaluation. Make anonymized raw data available to address any discrepancies, such as identified in the past few months’ feedback.
- Progress Reviews and Discussions: Consistently evaluate my alignment with these expectations, determining if I am meeting or exceeding the set standards. Then openly discuss areas for improvement and feedback with specific action steps and criteria for meeting set standards.
- Clarification of Expectations: Clearly define the requirements for meeting these expectations and "IC3 standards," providing both quantitative and qualitative feedback to foster growth and enhancement. Offer concise feedback on whether I am currently meeting these requirements, considering my adjustment period while implementing equitable accommodations..
Project Feedback
- Responsibilities: Clearly defined responsibilities I'm being evaluated on (e.g., Results and Execution, Communication).
- Expectations: Measurable expectations for each responsibility (e.g., Meeting the March 1, 2024 project deadline, barring unforeseen circumstances).
- Constructive Feedback: I highly value my manager’s constructive criticism, as it has greatly contributed to my growth, as shown in my recent performance.
- Positive Feedback: Positive feedback is just as crucial, providing motivation and reinforcing my strengths. A balance of positive and constructive feedback ensures psychological safety and the effectiveness of our interaction.
- Meeting Expectations: Am I meeting the set expectations? (Yes/No)
- Areas for Improvement: If I am not meeting expectations, what specific actions or behaviors are causing this shortfall?
- Action Plan : What concrete, measurable steps should I undertake to meet these expectations? How will I know that I’m meeting the expectations
- Learnings and Adjustments