Reviews & Feedback

Our review cycles are divided into annual reviews and weekly one-on-ones. Each annual review should focus on a topic like goals, focus areas, 360 degree reviews and more. This topic should drive conversation and feedback throughout the next year.

This is still a work in progress.

Weekly 1:1

Weekly one-on-ones are a great way to keep an open and continuous feedback cycle. These should be fairly open ended and allow a manager and employee to discuss a variety of topics. These checkins can be a simple review of the week, a venting sessions, or an opportunity to provide constructive criticism.

Ask the following questions:

• How are you feeling?
• What is on your mind?
• What are you most excited about?
• What are you most worried about?

The following are some questions worth asking, perhaps spread out throughout the year:

• If we could improve in any way, how would we do it?
• What’s the No. 1 problem with our organization? Why?
• What’s not fun about working here?
• If you were me, what changes would you make?
• What are we not doing that we should be doing?
• Are you happy working here?

Goal Setting

It’s best to start off the year with a vision and goals. Together, you should work to define yearly goals and then identify smaller, achievable goals.

Career Long Term

This topic is about understanding an employee’s long-term careers. Where do they see themselves in 3, 5 and 10 years?

360 Degree feedback

360 reviews are conducted once a year. During this month, a manager should have a review meeting to discuss feedback and understand how to improve. You should work together to explore if goals can be created from this feedback.

Performance Review

Performance reviews are conducted on a yearly schedule, much of the discussion should be reflected in weekly one-on-ones. This is an opportunity to review goals, set new ones and provide guidance on how to improve.

Focus Areas

This should hone in on the employee’s “focus areas”. What are their roles and responsibilities, which ones are in-focus and which are not? How can they improve by focusing on specific responsibilities?