are expectations documented? compare against documented expectations (look at the role position)
0,0 middle min expectation (doing fine)
split it down into grids
don't do both axis as once
do the behaviour axis
do the performance axis
how could you have served the person better?
what has that person done in this quarter (look at notes, review commits, review JIRA stories assigned to person)
what has the person proposed this quarter (review stories created by person)
what feedback have you provided?
what feedback have their peers provided?
if there's feedback missing then introspect why, what can I do to lift that person?
what feedback was authored by the person and their manager in the previous quarters? do a retrospective, any themes or opportunities?
how has that person grown?
has the person provided any personal feedback at ghuntley.com/feedback?
what's your commitment?
what's their commitment?
it's the differences in the grading rubic between manager/employee and the conversations it drives (ie any perception gaps on either side) is where the value is at.
how we do things matters, not just what we do, are we showing care? (ie shipping isn't enough, you must be followable)
after written feedback as part of a quarterly cycle it's best to wait 4hrs-24hrs to give folks more time to process, failure to do this means the meeting will be more emotionally charged and less productive for all parties.
This is my personal slice of the internet. Everything here is me and is my opinion. Do not quote me as “$company person Geoffrey Huntley said” – if I speak for a company, I will publish on its channels.