Mindaugas Jankauskas on Remote product organisationProduct professional, Technology enthusiast, Product management consultantSome time ago
▪️What scale do you use to measure an employee performance? ▪️Why 1 to 10 does not work? It is all about finding/setting a clear and stable reference point. Agreed and communicated expectations is a good starting point 👌🏽

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Adam MajidGame Design. Narrative. Marketing. Survival.
Measuring employee performance is traditionally done by setting targets that make zero sense to the one being measured by them. Most dont really understand what the kpi or kra actually means in terms of real working hours for the employees. This applies to blue and white collar positions. Always make sure to work with the employer to understand what they do. How it adds value to the company. Then you find valid measures of performance.
6 months ago
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Agne NainyteDigital Transformation | Process Excellence | Women Empowerment
Using scale systems to measure employees performance is getting outdated. I find it very subjective and enforced. As a leader I rather look to answering questions such as “Do I trust this employee to take on the next project?”
6 months ago
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Mindaugas JankauskasProduct professional, Technology enthusiast, Product management consultant
What makes this scale not a regular scale - it is relative. This scale must go together with an mutual agreement between an employee and manager on what are the expectations. As a scale alone it does not have any meaning. In small companies relying on abstract assessment can work well, however than your at risk on being influenced by one or more cognitive biases. Also, knowing that you trust an employee is not helping him to understand what he can improve and how to be even better.
6 months ago
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Victoria Petrova on Skills of a product managerProduct Manager and Co-FounderSome time ago
What makes a great product manager? Google suggests dozens of articles with a variety of characteristics and skills highlighted. As it is a frequent question on every Product Management interview, and you usually want to give MECE answers on an interview, I put my top-qualities list in a matrix, based on a KANO model: https://link.medium.com/zVJiK5nFQ6
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Laura CibulskytePeople person
Insightful thoughts, Victoria! Thank you for sharing this!
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Mindaugas Jankauskas on Product DevelopmentProduct professional, Technology enthusiast, Product management consultantSome time ago
One of the most common challenges I noticed in Product management is being able to plan, communicate, and get buy-in from different levels of stakeholders efficiently. As Product Manager, you will have different levels of stakeholders: ▪️Company management ▪️Other PMs ▪️Your own team All of them need a different level of detail and most likely from different angles. Knowing that you might want to organize your analysis, planning process, and communication in similar structure. 🔹 Insight #1. Starting your product development planning from the top will help to focus on the most valuable problems and get management buy-in before you even start development. 🔹 Insight #2 Limiting to right level information for the right stakeholders will improve communication clarity.
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Mindaugas Jankauskas on Product DevelopmentProduct professional, Technology enthusiast, Product management consultantSome time ago
Good product management is a balance between three bigger skill sets: 🔹Craft (methodologies, decision making, prioritization, routines) 🔹Communication (Company, Stakeholders, Team) 🔹Commercial awareness (Knowing problem area, understanding users and potential impact to overall business) This simple framework can actually help to structure personal development and help managers to guide Product people towards faster growth. ℹ️ In fact, this framework can be used for almost any position (be it engineer, salespeople, marketing, …) however requirements and actual skills in those sets would be different.
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