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Listen "Episode 5: Making Performance Reviews more Effective & Inclusive in Tech"
Episode Synopsis
Summary:
In this episode of the ‘Retaining WIT’ Podcast Jossie Haines and Jordanna Kwok deep-dive into performance reviews and how they aren’t always effective, especially for women and underrepresented minorities. Only “14% of employees say that performance reviews are encouraging them”, so it is important to discuss how performance reviews and 360 feedback can be leveraged to fight this statistic.
Key Insights:
Career ladders can allow for more directed growth-related feedback and more explicit conversation with direct reports on how they may grow their careers.
Leverage impact-based job descriptions where you create your clear 30, 60, and 90-day goals. In turn, you can leverage those same goals during onboarding when you hire new employees. In giving that feedback, you may slow down your thinking and tie it back to those goals in order to provide the same level of concrete technical feedback to both men and women.
Tips for women when receiving feedback:
Approach with curiosity
Ask questions to dig deeper and try to understand where the other person is coming from with their feedback
next steps depend a lot on how safe it is at your company to speak up, so start with curiosity and ask for clarification
Resources:
https://www.lever.co/blog/writing-effective-job-descriptions-impact-descriptions/
You can connect with Jordanna on LinkedIn: https://www.linkedin.com/in/jordannakwok/ and on Twitter: https://twitter.com/jordeewok
You can connect with Jossie on LinkedIn: https://www.linkedin.com/in/jossiemann/ and on Twitter: https://twitter.com/JossieHaines Jossie offers free discovery calls to engineering leaders interested in building inclusive high performing teams, be sure to DM her on LinkedIn for more info!
In this episode of the ‘Retaining WIT’ Podcast Jossie Haines and Jordanna Kwok deep-dive into performance reviews and how they aren’t always effective, especially for women and underrepresented minorities. Only “14% of employees say that performance reviews are encouraging them”, so it is important to discuss how performance reviews and 360 feedback can be leveraged to fight this statistic.
Key Insights:
Career ladders can allow for more directed growth-related feedback and more explicit conversation with direct reports on how they may grow their careers.
Leverage impact-based job descriptions where you create your clear 30, 60, and 90-day goals. In turn, you can leverage those same goals during onboarding when you hire new employees. In giving that feedback, you may slow down your thinking and tie it back to those goals in order to provide the same level of concrete technical feedback to both men and women.
Tips for women when receiving feedback:
Approach with curiosity
Ask questions to dig deeper and try to understand where the other person is coming from with their feedback
next steps depend a lot on how safe it is at your company to speak up, so start with curiosity and ask for clarification
Resources:
https://www.lever.co/blog/writing-effective-job-descriptions-impact-descriptions/
You can connect with Jordanna on LinkedIn: https://www.linkedin.com/in/jordannakwok/ and on Twitter: https://twitter.com/jordeewok
You can connect with Jossie on LinkedIn: https://www.linkedin.com/in/jossiemann/ and on Twitter: https://twitter.com/JossieHaines Jossie offers free discovery calls to engineering leaders interested in building inclusive high performing teams, be sure to DM her on LinkedIn for more info!
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