Team reviews

  1. If we knew everything about this person that we know today—say, from a previous company—and they were interviewing now for their current role, how would we each score them as a candidate today (using the same scoring system we use for interviews: Strong Yes, Yes, No, Strong No)?
  2. Why did we give them that score? How has that score changed over the team reviews we’ve done for that person? What have we done to help those scores be positive?
  3. What have we done to act on this person’s performance? How long has it been since this person has been promoted, given a raise or a bonus, or been publicly praised? Are there any other actions we should be considering for them, such as directed feedback, a performance plan, or firing?
An example team review tab. You can find a template for team reviews here.
  • If the manager and I differ on the score, we should talk about why. What are we both seeing and what should we be sharing about this person?
  • If the scores have changed, especially dramatically, that leads to a good discussion. What happened? Did we want that to happen or not? What can we do to encourage or discourage it?
  • Surprisingly often, consistent high scores don’t match up with management actions to recognize and reward that employee. “We’ve said Strong Yes for each of the last three reviews, and Yes for all the ones before that. Why hasn’t this person been promoted?”
  • Less surprisingly, but just as worrisome, consistently low scores often don’t match up with management feedback or action. “This person has been at No for months now. What have we done to help them improve? Should we be looking at firing them?”

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Engineering at @MailChimp. Previously @SkylinerHQ, @Stripe, @Etsy.

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Marc Hedlund

Marc Hedlund

3.2K Followers

Engineering at @MailChimp. Previously @SkylinerHQ, @Stripe, @Etsy.