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What would you like to do?
1-to-1 review catch ups

1-to-1 review catch ups

  • What would you like to cover?
  • Are you happy? Anything bothering you?
  • What are you working on?
  • Anything I can do to help?

  • Give plenty of notice, and ask your team member to prepare their thoughts.
  • No feedback should be new information in a review. Your team member should always have had advanced warning and opportunity to adjust.
  • Book a private room. It's critical that your team member feels safe and isn't interrupted.
  • Ask them what they would like to cover at the beginning of the session. Agree an agenda so they have their opportunity to speak.
  • Highlight your overall feedback at the beginning. Don't make them wait for a negative feedback suckerpunch at the end.
  • Ask them for feedback on you. There are two people in this relationship, change is not all on them.
  • Turn. Off. Your. Goddamn. Phone.
  • Reviews can be make or break for staff retention and happiness. They are an amazing opportunity to show appreciation and ensure your team feels heard. When you screw them up, your poor management endangers their job and mental wellbeing.
  • Use the formal process. Don't compromise for an easy life. Take the care of your staff goddamn seriously.
  • Actually care about your people. Work to help them grow. Highlight at least one thing they are good at that you think they could become great at. Offer to help them get there. Help them unlock their super power.
  • Give positive feedback. This isn’t just about nitpicking the “bad” stuff. Talk about the good stuff
  • Learn how to have difficult conversations.
  • Learn how to deal with conflict.
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