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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

It may seem unnecessary to say it, but feedback requires data---some kind of observation of your peoples' decisions and behaviors and the results that stem from them---to be examined against expectations and judged accordingly. While "judgment" may seem like a harsh word to use, it's the correct one, as many of goals and expectations will still require a certain amount of interpretation and/or human evaluation. (We talk more about this in the "Metrics" section.)


Learn about your team members' performance through personal observations, metrics, peer feedbacks, and self reviews.

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

Sources of Feedback