HOW TO RUN A PERFORMANCE REVIEW FOR DEVELOPERS
With the help of thorough, regular design skill assessment reviews, a manager or a team lead can assess the current state of the team and their progress on the most important projects, identify the weak spots and make sure that each employee is progressing on their professional journey, thus ensuring the design team is getting stronger day by day.
In this article, we’ll show how to evaluate the skills of designers, step-by-step.
Why do design teams need skill reviews?
When it comes to managing a design team, regularly performing reviews of your employees’ work is an absolute must. But how can you tell if performance evaluation is due? Here is a handy list of the most common signs you need to be on the lookout for:
- The team doesn’t meet deadlines or creates low-value products
- The team members show signs of developer burnout
- The company doesn’t have a transparent designer roadmap
- The lack of feedback culture
By carrying out regular skill reviews, it’s easier to gain priceless insights, both into the team’s performance as a whole, and each member’s progress, strengths, and weaknesses.
What is the best way to evaluate design skills?
At the end of the day, you can’t argue against the necessity of thorough, timely, and consistent performance reviews for design teams. Now, it’s time for the important questions: who does the reviewing? And how do you go about setting up this process? The short answer is, it’s a team effort. The best approach is conducting 360-degree reviews.
To put it simply, 360-degree feedback is a system in which employees receive confidential, unbiased feedback from the people who work around them and, in turn, provide their opinions about their colleagues’ performance and professional growth. And this is why such an approach is quickly becoming an industry standard: the best way to get to the root cause of any problem is by inspecting the whole chain of command, diving deep into each employee’s performance.
For instance, when conducting a 360-degree review of a designer, the main goal would be to assess their skills, with a focus on possible skill gaps. At the same time, you need to evaluate how well the employee fits in with the rest of the team, what their professional goals are, and how they see their future with the company.
Advantages of 360 review
- Provides you with a full picture of each employee’s and your team’s performance
- Makes it easy to spot development opportunities
- Allows people to know how they’re seen in the company and makes their opinions heard
- Increases self-awareness, builds confidence and boosts morale
- Empowers the employees, improving their job satisfaction and reducing turnover
- Creates a culture of openness, feedback, and collaboration
360 review can be a tough task to manage. But Vectorly can really help to run the process on autopilot! It offers a powerful, easy-to-use tool for conducting 360-degree performance reviews, complete with skill matrices for 50+ tech roles. See how easy such a task can become, as soon as you have the right tools at your disposal!
How to Сonduct a Designer 360-Degree Review (Example)
Vectorly allows you to automate, simplify, and speed up the entire process of design skill reviews, making them transparent and clear to all parties involved. Let’s see how it works, step-by-step.
Step 1. Create skill matrix
The first step is to create or update job maps (profiles). Here, you can determine which skills are required for each of the roles in your company, and at what level you expect these skills to be.
Step 2. Invite reviewers
Now it’s time to invite the employees to start the review process. After you’ve created and finalized the job map (profile) for each of the positions, you can invite the reviewers to start filling in the profiles of their colleagues and, of course, write a self-review for themselves.
Step 3. Analyze review results
After all the reviews have been submitted, you can access the analytics to see your team’s results, along with a per-employee breakdown. This report will make it easy to determine which skills your team lacks and which skills each individual employee needs to improve upon.
Using the table below it’s easy to find the skill gaps of each team member and build a development plan.
Step 4. Build a development plan
Now, it’s your turn to take action! Step number four is when you can finally begin to use this data to see what specific steps you need to take to improve your team.
Once you have identified any potential skills gaps, you can start building development plans for each employee. You can select the necessary skills and set deadlines for each. For each of the skills, you can create custom tasks or share some reading and watching material with each employee.
Add tasks in individual development plans.
Step 5. Track the progress
Track each employee’s progress. Regular one-on-one meetings are the best way to do this. To save time for preparation, you can use ready-to-use 1-on-1 meeting templates like this one:
- With the help of thorough, regular performance reviews, you can assess the current state of your team and their progress on the most important projects, identify the weak spots and make sure that each employee is progressing on their professional journey, thus ensuring your team is getting stronger day by day.
- The best approach is conducting 360-degree reviews. 360-degree feedback is a system in which employees receive confidential, anonymous feedback from the people who work around them and, in turn, provide their opinions about their colleagues’ performance and professional growth.
- These will provide you with a full picture of each employee’s and your team’s performance, but can be a slow process, requiring a lot of oversight.
- Vectorly allows you to automate, simplify, and speed up the entire process of developer performance review, making it transparent and clear to all parties involved.