[Sigia-l] How to evaluate your team of interaction designers?

[Dave Heller]

Eric, this point about differentiating JIT and 6/12 month perforamnce
reviews is right on.

First JIT feedback, is not a complete review process. There is much
more that goes into that. When I said that there should be no
surprises, I mean on the basic content of the performance review (good
job/bad job). But this is a time to sit down for a longer period (more
than the usual 5min. slap on the back you might give otherwise. It is
a time to reflect on areas of improvement, directions to grow in, and
a period to set a long term course for the year that is measurable and
has understood accountability for both manager and direct report. It
is also a time to set an agenda for personal development program (i.e.
courses, conferences, mentorship within the organization, etc.)

So yes, you need these times on a regular interval to reflect and plan
and not just give feedback.

-- dave


On 12/8/05, Eric Scheid <eric.scheid at ironclad.net.au> wrote:
> On 9/12/05 12:00 PM, "Listera" <listera at rcn.com> wrote:
>
> > In case it's not apparent, I think those managers who hide behind 6/12 month
> > reviews instead of providing just-in-time evaluation/mentoring and the
> > current best practice that allows this to continue are criminally negligent.
> > :-)
>
> are you suggesting that just in time feedback should become the new best
> practice?
>
> :-P
>
> Seriously though ... jit feedback is great for minor course corrections and
> emergency course corrections, it's not so great when considering long term
> trends, which is just as important.
>
> e.
>
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--
David Heller
E: dheller (at) gmail (dot) com
W: www (dot) synapticburn (dot) com