Artwork

Jamison Dance and Dave Smith, Jamison Dance, and Dave Smith에서 제공하는 콘텐츠입니다. 에피소드, 그래픽, 팟캐스트 설명을 포함한 모든 팟캐스트 콘텐츠는 Jamison Dance and Dave Smith, Jamison Dance, and Dave Smith 또는 해당 팟캐스트 플랫폼 파트너가 직접 업로드하고 제공합니다. 누군가가 귀하의 허락 없이 귀하의 저작물을 사용하고 있다고 생각되는 경우 여기에 설명된 절차를 따르실 수 있습니다 https://ko.player.fm/legal.
Player FM -팟 캐스트 앱
Player FM 앱으로 오프라인으로 전환하세요!

Episode 349: Performance review dissonance and being a remote manager

29:36
 
공유
 

Manage episode 359135418 series 133571
Jamison Dance and Dave Smith, Jamison Dance, and Dave Smith에서 제공하는 콘텐츠입니다. 에피소드, 그래픽, 팟캐스트 설명을 포함한 모든 팟캐스트 콘텐츠는 Jamison Dance and Dave Smith, Jamison Dance, and Dave Smith 또는 해당 팟캐스트 플랫폼 파트너가 직접 업로드하고 제공합니다. 누군가가 귀하의 허락 없이 귀하의 저작물을 사용하고 있다고 생각되는 경우 여기에 설명된 절차를 따르실 수 있습니다 https://ko.player.fm/legal.

In this episode, Dave and Jamison answer these questions:

  1. I am a senior engineer looking to make staff. Every week at my one on one I ask my manager what I can do to improve and always receive the answer “keep doing what you are doing”, but when I receive my performance review, I don’t receive top grade or promotion and there are listed areas of improvement. How should I feel about this and what should I do?

  2. I’m a software group manager for a medium sized applied research organization that deals with both software and integration onto hardware. I am fully remote while the rest of the company has returned to the office due to the integration work with hardware. I started managing just before the pandemic. What are some effective strategies to deal with this setup? What are some typical gaps or issues to look out for? How can I reassure team members that may be skeptical of this setup, as well as peers and my bosses? I do have full support from above as of now.

    My rough thoughts so far include: be candid about limitations of this setup, experiment and iterate quickly on communication and collaboration processes, solicit regular feedback, and use it as an opportunity to grow members of my team into seniors and tech leads by having them focus on mentoring juniors and managing integration with other teams.

  continue reading

403 에피소드

Artwork
icon공유
 
Manage episode 359135418 series 133571
Jamison Dance and Dave Smith, Jamison Dance, and Dave Smith에서 제공하는 콘텐츠입니다. 에피소드, 그래픽, 팟캐스트 설명을 포함한 모든 팟캐스트 콘텐츠는 Jamison Dance and Dave Smith, Jamison Dance, and Dave Smith 또는 해당 팟캐스트 플랫폼 파트너가 직접 업로드하고 제공합니다. 누군가가 귀하의 허락 없이 귀하의 저작물을 사용하고 있다고 생각되는 경우 여기에 설명된 절차를 따르실 수 있습니다 https://ko.player.fm/legal.

In this episode, Dave and Jamison answer these questions:

  1. I am a senior engineer looking to make staff. Every week at my one on one I ask my manager what I can do to improve and always receive the answer “keep doing what you are doing”, but when I receive my performance review, I don’t receive top grade or promotion and there are listed areas of improvement. How should I feel about this and what should I do?

  2. I’m a software group manager for a medium sized applied research organization that deals with both software and integration onto hardware. I am fully remote while the rest of the company has returned to the office due to the integration work with hardware. I started managing just before the pandemic. What are some effective strategies to deal with this setup? What are some typical gaps or issues to look out for? How can I reassure team members that may be skeptical of this setup, as well as peers and my bosses? I do have full support from above as of now.

    My rough thoughts so far include: be candid about limitations of this setup, experiment and iterate quickly on communication and collaboration processes, solicit regular feedback, and use it as an opportunity to grow members of my team into seniors and tech leads by having them focus on mentoring juniors and managing integration with other teams.

  continue reading

403 에피소드

Alle Folgen

×
 
Loading …

플레이어 FM에 오신것을 환영합니다!

플레이어 FM은 웹에서 고품질 팟캐스트를 검색하여 지금 바로 즐길 수 있도록 합니다. 최고의 팟캐스트 앱이며 Android, iPhone 및 웹에서도 작동합니다. 장치 간 구독 동기화를 위해 가입하세요.

 

빠른 참조 가이드