| As a manager, this is the framework I use 1. Staff updates their personal journal by Friday before our 1:1 2. Staff takes a one time skill assessment of all the tech dimensions we use on a likert skill so I know what they are strong and weak at (like might be weak in batch processing, containers, etc). 3. Staff periodically updates their career journey which has -Start Date -Elapsed Time -What were your expectations in the elapsed time you were here? -Review of skills matrix and what you want improved -Current Role -Desired Next Role -Projects worked on in this year -What skill sets did I learn in this years projects? -Certifications -Next year I want to accomplish -In 5 years I want to accomplish [ these are all the artifacts I use as a reference point ofr myself] -- then during the 1:1 I ask 1. 'how are you?'
--> And then I listen to see how their response is. Are they sighing a lot, are they stressed are they bored. I then follow up to make sure everything is okay emotionally or they have issues. I have noticed a lot of employees are not honest in what they say 2. I then assess how they are doing in terms of their - project delivery - tech skills - soft skills and get feedback accordingly. Most engineers I have are doing well on projects and tech skills, but often need work on soft skills. I ask them to focus on soft skills by thinking of - communication - writing - reading For those who need help in communication I advise them to attend a Toastmasters class in person. Also I have been advocating for staff to read 'Supercommunicators' as a way to think about communication as a framework. For soft skills, I believe the way of improving is being well rounded in the humanities, and not just going hard core tech. |