Day 16: Managing Teammates’ Growth and Expectations
Be Better Engineering Leader, a 30 Days Series
This is the fourth week of a series of daily lessons on how to Be a Better Engineering Leader. I recommend spending up to an hour on each lesson to gain insights into Product, Technology, and People—areas critical for every Engineering Manager.
Managing the growth and expectations of your team is a critical responsibility that goes beyond performance reviews and salary discussions. Especially in early or growth-stage companies where structured processes may be lacking, clear communication and a proactive approach are essential.
Misalignment in expectations can lead to an illusion of high performance, which hinders personal development and team success.
Leaders often shy away from giving honest feedback, creating a culture where employees believe they are performing well based on incomplete or inaccurate feedback.
Define and Communicate Clear Expectations
Use a Framework: If your company has a career ladder or progression framework, use it to define what meeting, exceeding, or falling short of expectations looks like. If not, create a simple guideline based on skills, attitudes, and impact relevant to your team.
Discuss Regularly: During your next 1:1, clearly articulate these expectations and ensure your team members understand them. Repeat this conversation regularly to reinforce clarity.
Proactive Expectation Management
Set Baseline Expectations: Make sure your team knows what is expected of them versus what would be considered going above and beyond. Use your career ladder or create a simple document outlining these expectations.
Ongoing Feedback: Don’t wait for formal review periods to discuss performance. Address gaps and achievements as they arise to keep everyone aligned.
Make Performance Reviews a Continuous Process
Reflect on the Past: Use 1:1 notes to look back on the progress made and challenges faced. Evaluate performance against the set expectations, and identify areas of improvement and achievement.
Plan for the Future: Use the SMART framework to set actionable goals for the next 3-6 months. Align these goals with the individual’s career aspirations and the company’s strategy. Encourage team members to contribute their goals as well to ensure ownership and alignment.
Homework
Write down the list of expectations for each role in your team, using your company’s career ladder if available, or create one if not. Share and discuss this list during the next 1:1 meeting with each team member. This sets a clear foundation for future discussions and growth.
Extra Resources
Premium Article: Managing Growth and Expectations in Engineering Teams
Cheat Sheet PDF: Download Here
Template for Paid Subscribers: How to Build Career Progression Framework
Effective people management requires ongoing commitment, transparency, and empathy. By setting clear expectations and providing continuous feedback, you build a strong foundation for your team’s growth and success.
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