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A manager is responsible for assigning tasks to the team members, keeping tabs on the progress, and analyzing their performance. A good manager must know their strengths and use them accordingly.

This course covers the essentials of performance management in engineering teams. You’ll learn the importance of setting clear expectations and the difference between individual and collective accountability. You’ll learn the importance of performance metrics and design them for your team. Next, you’ll explore ways to keep your team motivated and provide each team member with constructive feedback. You’ll learn how to decide when to let a team member go, including planning for a successor.

By the end of this course, you’ll have learned to apply processes and practices to monitor the performance of your team. You’ll be able to provide timely and constructive feedback to your team, including performance reviews. In addition, you’ll be able to balance a team with members having varying performances and competencies.

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Effective Performance Management for Engineering Teams

To begin, keep in mind that everything we discuss in this chapter is always going to have a caveat attached: "Depending on your HR team's established formal review process and requirements." In any company larger than a dozen people, the HR team will have some templates, processes, and requirements for a formal review process. Anything we discuss here will need to be tailored to that process, and where this course differs from what your HR people are telling you, go with what the HR people are telling you. (This is necessary, because right or wrong, the HR people are the ones that will be holding *you* accountable to following their process and providing them the data and information they need in the event of a legal challenge or investigation.)


Get accustomed to the HR team's formal review processes.

Introduction

Overview of Performance Management

The Need for Clear Expectations

Accountability

Metrics

Motivation

Feedback

Performance Reviews

Corrections

Termination/Separation

Rewards

The Development of Talent

Conclusion

Requirements of the Performance Review