Career Ladders & Performance Management for Eng. Teams
summary
Advice: start small and practical — draft a simple engineering ladder with the team, reuse public examples, and tie levels to hiring and promotion decisions; measure progress in one-on-ones by mapping skills to concrete projects and mentoring opportunities; score work across three dimensions tech / process / impact so juniors know expectations and seniors show leverage by delegating; run biannual surveys, break goals into tiny milestones, and model boundaries (use tools like Google’s scheduled send) to avoid burnout.
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chapters (9)
- 0:00Intro
- 1:10Introductions
- 2:03Performance Management
- 3:23Hiring
- 6:20Expectations
- 9:29Reasons to Panic
- 11:15How to Disconnect
- 16:43Career Ladders
- 20:52Burnout
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