Continuous feedback
Disadvantages of 1on1:
- Not formalized
- Not measurable
- Lack of visibility
- Not clear how expectations matches between company and employee
- Lack of feedback from manager
Disadvantages of 360review:
- Lack of feedback
- Hard to have suitable long term goals
- Not transparent
- Painful
Every All Hands sessions
we have complains
about retaining talents
Idea of continuous review. Points
| Points | Meaning |
|---|---|
| 0 | Under expectation |
| 1 | Expected |
| 2 | Above expectation |
| +1 | Manager can boost points |
Idea of continuous review. Matrix
Each 1on1 manager and employee matching their points
for the the work performed past month
| Manager | 0 | 1 | 2 | |
|---|---|---|---|---|
| Employee | 0 | bad | + | + |
| 1 | - | Ok | + | |
| 2 | - | - | ? | |
Idea of continuous review. Cases
| Case | Meaning |
|---|---|
| bad | Both knows that performance was bad |
| Ok | Expected performance |
| ? | Why is it both excepted that |
| - | Lack of vision from employee about delivered value |
| + | Manager power to provide positive feedback |
Besides of that as sign of recognition
manager can provide additional point +1
Idea of continuous review. Cycle
Each cycle we have review points for a cycle as
[0..2]+[0..2]+[0..2]=[0..6+]
| Points | Meaning | Benefit |
|---|---|---|
| 0 | It’s super bad we need to pay extra attention | Review required |
| 1-2 | Slightly under expectations | None |
| 3 | Expected performance | Base benefit |
| 4 | Surpass performance | High tier benefit |
| 5+ | Outgrown position | Reason for review and probably promotion |
Outcome of Continuous Review:
- Measurable Step by Step Review
- Fast feedback
- Tooling for manager to give feedback by cycle results
- Logic of review became more transparent
- Less pain with annual review
- Same promotions as before but more agile and dynamic
- Better vision of performance changes
