Most engineering managers spend 20 hours writing performance reviews that nobody finds useful. Here's how to write reviews that actually help your team grow.
Unfortunately from both my own experience and talking with many others, most managers are talking with their direct reports not because they deeply care about tracking their progress and strengths and weaknesses, but because the companies needs somebody to keep each employee in check. But that said, the best managers I've had tend to track key accomplishments over the year and take excellent notes at daily meetings rather than just scrambling at review time to remember everything.
I disagree on your point on why companies hire managers. Nonetheless, we’re in agreement that having a good system in place for performance reviews benefits everyone.
Unfortunately from both my own experience and talking with many others, most managers are talking with their direct reports not because they deeply care about tracking their progress and strengths and weaknesses, but because the companies needs somebody to keep each employee in check. But that said, the best managers I've had tend to track key accomplishments over the year and take excellent notes at daily meetings rather than just scrambling at review time to remember everything.
I disagree on your point on why companies hire managers. Nonetheless, we’re in agreement that having a good system in place for performance reviews benefits everyone.