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Following for sure! Newly in a leadership role and trying to get a feel for what works best. The person previously in this spot never had a system, so kind of up to me to figure it out. I do want to meet more than once a year, but not to the point where it is just for the sake of meeting.
seems like a hybrid is the answer!
Formal reviews should never, EVER be a surprise. They should be a formalization of feedback given on a regular basis to ensure continuity following a manager’s departure. They should take place quarterly or semi-annually, with a wrap up of the year taking place around the end of the fiscal year that is used to justify salary increases/adjustments.
I use my bi-weekly 1:1s to track well being and provide ongoing feedback outside of whatever other meetings I have my directs and those notes go into a summary that is filed every 6 months (shout out to ChatGPT for making that easier… 😬)
that makes sense!
We meet with our manager weekly but I don't necessarily want feedback that often. I don't like feeling like I'm constantly being evaluated while I'm just trying to do my job. But at the same time, annual reviews seem a little bit too infrequent. I think a mixture between them, like maybe monthly or bi-monthly, would be good.
sounds like a good mix!
Somewhere in the middle. Weekly checkins feels like overkill to me personally, but agreed that once a year is far too infrequent. I think a monthly performance checkin + consistent (non-review) communication feels like the right cadence.
Constructive feedback is an art/expertise that managers don’t often pay attention to, which is why annual reviews even exist to some extent.
The formalization of annual reviews is fine and great. But a good manager will do it on a continuous basis. A regular cadence like monthly or bi-weekly meetings helps to ensure it happens. But more importantly, a good manager will provide tips and thoughts in, or soon after, specific moments. Presentations that went well, meetings that could’ve used a little bit of something that was missing - a nip here and a tuck there. That’s what true, involved guidance and development is. The art/expertise comes with ensuring it’s not micro-management - and a lot of that comes with experience.
Hope that helps.
For me, personally, weekly check-ins are mandatory. This is marketing, the CEO at many companies wakes up, sees something on meta, and then immediately wants a campaign built around it asap with no warning. The weekly check-ins are for prioritizing projects and clarifying details.