new work
ReadyTech
•
Leadership
Mentorship
Leading my team with empathy & structure 🩷
new work
ReadyTech
•
Leadership
Mentorship
Leading my team with empathy & structure 🩷
OVERVIEW
Pushing for a psychologically safe, growth-focused team culture, I set up exciting, human, and detailed onboarding, performance review, and professional development boards for all new and existing teams, providing a single source of truth for action accountability over the following year.
Career development
Driving design accountability
Establish psychological safety
OVERVIEW
Pushing for a psychologically safe, growth-focused team culture, I set up exciting, human, and detailed onboarding, performance review, and professional development boards for all new and existing teams, providing a single source of truth for action accountability over the following year.
Career development
Driving design accountability
Establish psychological safety
Onboarding: Starting things off right
Earlier hires described feeling overwhelmed when joining. They had a vast amount of content and context to learn. They needed to build domain knowledge, meet new colleagues, form connections, and master a complex, enterprise-scale product.
The main purpose of this board is to help new colleagues quickly integrate. It provides a welcoming environment, puts faces to names, and makes it easy to build relationships.
It also became a central location for understanding company and team values, product strategy, and direction. It helps employees work through the always laborious onboarding to-do list.
Feedback from my newest hires and colleagues who contributed to their boards has been overwhelmingly positive. I am proud to have designed an onboarding experience that sets my team up for success. It leaves a lasting positive impression on all who engage with it.
Onboarding: Starting things off right
Earlier hires described feeling overwhelmed when joining. They had a vast amount of content and context to learn. They needed to build domain knowledge, meet new colleagues, form connections, and master a complex, enterprise-scale product.
The main purpose of this board is to help new colleagues quickly integrate. It provides a welcoming environment, puts faces to names, and makes it easy to build relationships.
It also became a central location for understanding company and team values, product strategy, and direction. It helps employees work through the always laborious onboarding to-do list.
Feedback from my newest hires and colleagues who contributed to their boards has been overwhelmingly positive. I am proud to have designed an onboarding experience that sets my team up for success. It leaves a lasting positive impression on all who engage with it.
Performance reviews: holistic view and meaningful discussions
Performance reviews felt obligatory and lacked real impact; I set out to make them reflective, meaningful, and actionable.
I designed my performance review template to provide value in the summary, while ensuring detailed feedback was meaningful and well-supported.
Reflection became central, ensuring strengths, development areas, kudos, and achievements offered meaningful feedback and aligned with previous input.
This addition fostered genuine, open-minded discussions and enabled team members to articulate their reactions to feedback.
During their reviews, we collaboratively updated career levelling tables, using areas of growth, stagnation, or decline to drive honest conversations and jointly commit to an action plan for growth.
Performance reviews: holistic view and meaningful discussions
Performance reviews felt obligatory and lacked real impact; I set out to make them reflective, meaningful, and actionable.
I designed my performance review template to provide value in the summary, while ensuring detailed feedback was meaningful and well-supported.
Reflection became central, ensuring strengths, development areas, kudos, and achievements offered meaningful feedback and aligned with previous input.
This addition fostered genuine, open-minded discussions and enabled team members to articulate their reactions to feedback.
During their reviews, we collaboratively updated career levelling tables, using areas of growth, stagnation, or decline to drive honest conversations and jointly commit to an action plan for growth.
