new work
ReadyTech
•
Leadership
Mentorship
Leading with empathy & structure
new work
ReadyTech
•
Leadership
Mentorship
Leading with empathy & structure
OVERVIEW
Pushing for a psychologically safe and growth focussed team culture, I setup exciting, human, and detailed onboarding, performance review, and professional development boards for all new and existing teams to have a single source of truth.
Career development
Driving design accountability
Establish psychological safety
OVERVIEW
Pushing for a psychologically safe and growth focussed team culture, I setup exciting, human, and detailed onboarding, performance review, and professional development boards for all new and existing teams to have a single source of truth.
Career development
Driving design accountability
Establish psychological safety
Onboarding: Starting things off right
Earlier hires described feeling overwhelmed when joining. They faced a vast amount of content and context to learn. They had 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 by providing a welcoming environment, putting faces to names, and making 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 onboarding to-do list, which is always laborious.
Feedback from my newest hires and from colleagues who contributed to their respective boards has been overwhelmingly positive. I am immensely 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 faced a vast amount of content and context to learn. They had 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 by providing a welcoming environment, putting faces to names, and making 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 onboarding to-do list, which is always laborious.
Feedback from my newest hires and from colleagues who contributed to their respective boards has been overwhelmingly positive. I am immensely 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 have felt like a forced task with limited meaning or impact - I wanted to change this and make it reflective, meaningful, and actionable.
In my performance review template, I wanted it to have value at the summary level, while also being meaningful and justified at a low level.
Looking back and reflecting was a centrepiece, ensuring that strengths, growth areas, kudos, and achievements not only provided feedback and celebration, but also mapped to what feedback they received last year.
This was an awesome addition. It fuelled genuinely curious and open-minded discussion with each of my team members and allowed them to really pinpoint how they felt about the feedback. Each person brought their own constructive challenges, ideas, and action items to the table for continued growth.
Together, we updated their career levelling table, using each area of growth, plateau, or decline to spark honest conversations about what happened, which led both of us to commit to an action plan.
Performance reviews: holistic view and meaningful discussions
Performance reviews have felt like a forced task with limited meaning or impact - I wanted to change this and make it reflective, meaningful, and actionable.
In my performance review template, I wanted it to have value at the summary level, while also being meaningful and justified at a low level.
Looking back and reflecting was a centrepiece, ensuring that strengths, growth areas, kudos, and achievements not only provided feedback and celebration, but also mapped to what feedback they received last year.
This was an awesome addition. It fuelled genuinely curious and open-minded discussion with each of my team members and allowed them to really pinpoint how they felt about the feedback. Each person brought their own constructive challenges, ideas, and action items to the table for continued growth.
Together, we updated their career levelling table, using each area of growth, plateau, or decline to spark honest conversations about what happened, which led both of us to commit to an action plan.
