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As a manager, I'm always evaluating my employees and writing down my observations based on their performance, deadlines, communication, and our weekly meetings. For example, I will write down if somebody got a new certification, or if one of my employees is frequently in conflict with others. If I don't make notes for myself, I'll forget at the end of the year.
OP - what kind of questions do you ask during your 1:1's?
I do something similar as M1. I also send out (usually 2x per year depending on team size) requests for feedback from folks who have worked closely with them and a self evaluation for end of year. Otherwise I try to observe, document and provide feedback as quick as possible. This also helps with gaps between how they think they’re doing and how I understand they’re doing.
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ooh interesting!! I like the idea of getting feedback from partners, although I worry the feedback may not be accurate
Something I try to do is foster an atmosphere of communication. It's much easier said than done, as getting people to believe that their opinion matters can be difficult. So that's part of it, just trying to make sure that an accurate picture of how people are faring will get to me. I try to talk to supervisors and take the temperature and assess how things are going. Some of it is straightforward performance metrics, quotas and such. But it's the intangible qualities that can be most fascinating and most informative and provide the most insight about how to avert problems.
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thanks for sharing!
We use a project management tool on our team, which makes it very easy to track my team members' performance. They have their various tasks and the deadlines they're due by, and I'm able to keep an eye on what they are doing and see whether they're meeting their deadlines and accomplishing everything they need to be. Then, if something is missed or slips through the cracks, I address it with them in their 1:1.
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do you mind if I ask which tool this is? Sounds very useful