Pat Kua writes:
“At Thoughtworks we run regular rounds of reviews (at least twice a year). We also try to collect project roll off reviews…”
We I first joined Thoughtworks, this is one of the things that really excited me. I’m a huge believer in feedback, and to find out that the company I joined shared that view made me happy.
When the first round of feedback was up, I realised that there was a little problem. The feedback we give each other is also used for our bi-yearly performance review, and our yearly pay adjustment. This is very different that feedback given to help the other person grow.
When I give feedback, I don’t hold back any negative feedback. To me, negative feedback is probably the most valuable feedback, so why would I take that away from my colleague? Well, if my negative feedback is going to adversely affect the other persons pay rise, I personally don’t give it as freely. I care for the person, and this prevents me from being 100% honest about that persons performance.
I’m not saying that the feedback collected and given during the performance reviews are not valuable, just that it’s not the same thing. I tend to see performance review feedback as an answer to the question “How good is that person?”. The question I want to ask are much more like the ones Pat lists.
What I’ve started doing is having one-on-ones with people, asking them to give me the feedback personally. This way I can make sure that they understand that they are giving me feedback to help me get better at what I do and not to influence someone setting my salary. Whatever they then go and write in the official feedback forms, I still have the very valuable direct and honest feedback.
I think that performance reviews should be based on feedback about:
1. Things that the person previously knew or was told they needed to change and haven’t.
2. Things the person previously knew or was told they needed to change and have.
3. Things the person wasn’t told or knew but did change.
I don’t think it should be based on things the person didn’t change because they didn’t know or weren’t told about in time for them to change.
This gives them a chance when they were unaware of the issue. It also means that performance reviews are more fair for those who do change and improve.
Left by Jonathan Parker on July 1st, 2007
I always had the impressin that Thoughtworks culture was very different. I guess it is becoming just like any other consultancy companies out there.
Left by Simon Wall on July 2nd, 2007
Thoughtworks is just another consultancy company dude. Dont expect much of it. It is a good place to learn new stuff and work with good people but you will probably think about leaving the company after a few years for better salary , less travel etc..
An Ex-Twer…
Left by Tj on July 12th, 2007