I'm preparing a first review for an employee and want to avoid being too aggressive. There are many things that I want to change in my department. This employee is average and has room to grow. But I want to set a baseline for moving forward, rather than piling on in the first review. Should I present negatives and indicate room for improvement only on the factors that I think we can improve in the next year? And ignore any other problems?
I've been lax about giving feedback. This employee is remote and I don't talk to him as much as I should.
This employee has only gotten coaching on some behavioral issues, and none related to technical performance. Again, that's my fault.
In re-listening to the performance review casts, I heard Mark say that it's common for younger managers to be more severe than younger managers while delivering reviews. I would like to be less severe, focus on the end in mind, and indicate that performance is the main objective.
With that in mind, I think I should pick out areas that are important to improve to meet our strategic goals and ignore the others. I should indicate that he is lacking in the areas that I'm going to ask for improvement and present relatively neutral comments in areas that he needs improvement but where I'm not going to ask him to develop this year.