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If annual reviews are the only time when feedback is given, that's a problem. But it's certainly better than nothing. -John Allain

9Y Approach

Still, the performance review / career preview is important. For us, we want to follow this principle:

Connect a person's past – gaining a detailed understanding of who they are and what motivates them at work through their life story – with their future – the wildest dreams they have for themselves at the pinnacle of their career.

Collect answers from the team members the employee has been working with over the past couple of months via this form https://docs.google.com/forms/d/e/1FAIpQLSfDnmh5HH0LMH86mcU9KxA0doQZpcbF2nWp6qUG4VQ6EUoC0A/viewform?usp=sf_link

Prepare your thoughts, as a Team Lead or School Lead on the following areas.
Your colleague will also prepare for the areas according to Performance Review / Career Preview - Employees

In the meeting itself, start with the observations from everyone and discuss them. Then move on to step 2 and 3.

Process

1. Start with the Past

The Strengths

  • Which skills does your colleague have that are really strong?

    • Do they have great design skills?

    • Are they great communicators?

    • Are they great team players?

    • Are they very organised?

    • …

The Impact

  • Which impact do they have…

    • … on the company culture?

    • … on the team?

    • … on the business?

The Communication

  • How …

    • … precise

    • … short

    • … thorough

    • … proactive

  • … does this person communicate?

The Weaknesses

  • In which area does your colleague have room to improve?

    • Do the skills fit the current position?

    • Are there any improvements possible in the areas of

      • Teamplay

      • Tech

      • Leadership

      • Structure

      • … ?

General Work Attributes

  • Thoroughness

    • Do you get all the information you need, or do you have to ask again more often until you have the full picture?

  • Proactivity

    • Is the person approaching you with information, notification, questions, … or do they wait until you approach them?

  • Helpfulness

    • How supportive is this person when you need help in any area?

  • Extra Mile

    • Is there any situation you would like to mention where this person made an extra effort which should be appreciated?

2. Talk about the Future

  • Where do you want to be?

    • Which skills do you want to develop?

    • Which positions do you want to have?

    • Do you want to stay and improve in your current position, or do you want to change?

  • What do you want to achieve?

    • If you think of a longer time frame, where do you want to be?

  • Do I see you there?

    • Do I, as your Lead, see you going in this direction?

    • Do we want to go there together?

3. Plan for the Present

How can we connect the past to the future?

  • How do the strengths, weaknesses, and other attributes impact the position you want to be in?

What actions can we take to make this happening?

  • Can we give you a different position?

  • Is there a training we can provide you with?

  • Can we organise a test run in a certain position?

Is there a chance to do this?

  • Do I see you in this position?

  • Do we have the possibilities inside the company?

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