Finding a way to emulate YC's model of weekly check-ins with someone you want to impress is tremendously motivating.

As a hands off (aka trust my team) manager, I find these weekly check-ins to be of great value. A few of the benefits:

Provides me with insight into what my team is working on, what they believe is important, and where they are stuck. This gives me a chance to agree or disagree with their priorities and offer coaching/assistance.
I can monitor results and offer praise (positive reinforcement) when an employee makes a solid contribution.
I can share these results in a full team report to my manager (the most recent being a micro-manager) to create awareness for my team, align our priorities all the way up the leadership chain, and give my manager the same ability to identify opportunities for coaching and praise for his extended team.
I can share the full team report with my entire team, using it as a communication tool for scalable feedback to both the contributor and the broader team, and then every member of the team is then empowered to offer coaching and praise. It is also helpful for some team members, whom might not directly work with another, to see the contributions of their other teammates where they might otherwise question the individual's value.
Oh boy do these weekly reports making capturing results and feedback for annual performance reviews so much easier.

Feedback from my teams on these reports are that they are equally the most annoying thing (when compared against the real-time opportunity cost of getting other things done) and most beneficial thing (when they see the impact it has on their work, recognition, and relationships) that they have to do each week.

Say something nice to csallen…

1
As a hands off (aka trust my team) manager, I find these weekly check-ins to be of great value. A few of the benefits:
1. Provides me with insight into what my team is working on, what they believe is important, and where they are stuck. This gives me a chance to agree or disagree with their priorities and offer coaching/assistance.
2. I can monitor results and offer praise (positive reinforcement) when an employee makes a solid contribution.
3. I can share these results in a full team report to my manager (the most recent being a micro-manager) to create awareness for my team, align our priorities all the way up the leadership chain, and give my manager the same ability to identify opportunities for coaching and praise for his extended team.
4. I can share the full team report with my entire team, using it as a communication tool for scalable feedback to both the contributor and the broader team, and then every member of the team is then empowered to offer coaching and praise. It is also helpful for some team members, whom might not directly work with another, to see the contributions of their other teammates where they might otherwise question the individual's value.
5. Oh boy do these weekly reports making capturing results and feedback for annual performance reviews so much easier.
Feedback from my teams on these reports are that they are equally the most annoying thing (when compared against the real-time opportunity cost of getting other things done) and most beneficial thing (when they see the impact it has on their work, recognition, and relationships) that they have to do each week.
natethenate

·
8 years ago
·
1

Agree 100% - Have found it to be one of the most useful tools out of the Startup School process.

anthons

·
8 years ago
·