3 ms·
At MSFT my 1:1 with my manager is pretty much this. If there's any immediate good/bad things that he needs to share with me, that's the venue we do it in. It'
by Splines 14y ago
At MSFT my 1:1 with my manager is pretty much this. If there's any immediate good/bad things that he needs to share with me, that's the venue we do it in. It's one of the reasons why I really appreciate working for him (I had previous managers that didn't help me at all and I was lost in the weeds).
It's not for everyone; but I personally really appreciated timely feedback on what I was doing right and what I was doing wrong.
For the last few annual reviews it's been pretty hands off from my side of things - anything that is brought up about great things I did or things I struggle with we've talked about it already numerous times over the year. If you're surprised in your annual review you're doing something wrong.
- ernestipark 14y agoAgree 100% Splines. We've found that people are surprised way too often in their performance reviews (which is actually how this company came about). 1:1s and face to face interaction is incredibly valuable and we don't seek to replace or uproot that in any way. However, another important component is keeping a record of progress so that the annual review is based on something factual or at least written (especially when the review is the basis for promotion/termination/bonuses etc). In addition, we've seen that MicroEval can be a good tool that facilitates and begins conversations about performance and growth.