The 9 Critical Attributes in Performance Reviews: Part 1

This is part one in a three part series, focused on the 3 personal attributes that help build trust, respect and likability in the workplace.

Show notes at http://hellotechpros.com/performance-feedback-personal-leadership/

• Hello Tech Pros new mission is to help you Build Your Career, Build your Product and Build Your Business.
• It's critical to assess your personal or your team's performance at least once or twice a year.
  • Determine where we are vs where we want to be and use as a catalyst for growth.
  • The assessments are context sensitive. The attributes are the same for everyone, but how we measure them depends on the individual's experience level, their role and the expectations for them.
• Technical Performance are KPIs that can be defined and measured very concretely such as # of bugs, uptime of servers, # of units sold, etc.
• Non-Technical Performance attributes are more difficult to understand, evaluate and communicate.
  • "He's a great guy with a good work ethic but has kind of low energy."
  • "She's definitely a team player but needs to work on her communication skills."
  • "They just aren't showing the passion we're looking for."
• The non-technical performance attributes have the biggest impact on your career.
  • It's not just about the quality of product you build or service you deliver, it's about whether or not you're trusted, how well you work in group settings and how in-touch you are with the business.
• The Personal-Centric Attributes are Integrity, Energy, Accountability.
  • You have complete control and ownership of the personal-centric attributes.
  • Displaying good behaviors will help us build respect, trust and likability.
  • Displaying negative behaviors will erode trust and may cause you to get on a PIP (personal improvement plan) or fired.
  • When we assess these attributes we look for consistent behaviors or patterns, not just one-off instances (everyone has a bad day).
• Integrity is the basis for trust.
  • Without trust, you have to work 10x-100x harder just to keep up (and you career will be filled with drama).
  • Integrity is not a boolean, it's not black and white, there are different aspects.
  • Examples:
    • Expense Reports
    • Estimates to Actuals
    • Following through on commitments
    • Keeping confidences
• Energy could mean mental, emotional or physical energy.
  • When assessing personal performance, we usually assess mental and emotional energy.
  • It's about the attitude, initiative, persistence, resilience and confidence in the individual.
  • We want to see a can-do attitudes (Tigger) not hum-hum-woe-is-me attitudes (Eeyore)
  • Energy levels are infectious, so it's important to squash negativity and foster confidence and motivation.
  • Examples:
    • Download my Performance Assessment Cheatsheet
• Accountability means being responsible, showing blamelessness and taking ownership of situations.
  • We need to follow through and not drop the ball.
  • If we do drop the ball we need to own up to our mistakes and work to solve them.
  • Communicate status early and often.
  • Don't play the blame game.
  • Examples:
    • Download my Performance Assessment Cheatsheet

• Download my Performance Assessment Cheatsheet

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