This template is a rough outline on how you want to structure asking for feedback from peers and stakeholders on your team during the year. This is a companion worksheet to working with your Candor mentor.
- It can be helpful to build a profile for key relationships that will have an impact on your review, may be asked by your manager to provide feedback on you or could impact your promotion.
Leslie Jones
Role: Design
Manager: Sylvia Mendez, VP of Design
Relationship: Neutral/ Supporter/ Dectractor
- When you first start a job, setup an ice-breaker meeting to kick-off your tracking worksheet. In this meeting, you want to set mutual expectations that you will check in on overtimes.
Questions for first meeting
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A month into your role, meet with the same person (Leslie in our example),and ask them to rate you on how well you've addressed these four areas in keeping them involved, communicating well and delivering well on their expectations.
- Once you get settled into your role, you want to continuously ask for and document feedback from your peers. As you start doing this, keep in mind that this will ONLY for you if you are able to receive feedback openly. Remember that there is zero upside for others to give you negative feedback and treat their willingness to do it as a gift.
- The key to good 1:1 is consistency. Try to set up a time you can regularly make happen, even if it's 15 minutes.
- The second most important thing- your guest is running the show during these meetings. You're there to listen and provide minimal structure with the questions you've prepared.
- Get out of the office! If you want honesty, make sure these are offsite.
If you're a people manager, we recommend a slightly more complex framework. Reach out for details at [email protected]
Weekly check-in with Leslie - 2019-11-22