I'm curious to know how you keep track of your team's progress towards their goals.

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Anonymous · Accepted Answer

At XYZ, I would first work with every team member, and come up with goals the
employee has set to achieve for that year - for eg. One of the goals for one my
employee was to become a Subject Matter expert in ELK. We worked to identify
where she could plug in and learn and imprement the same in a project. My job
was to empower my team member to achieve this goal. We had a weekly 1:1 to check
on how she was progressing or if she needed any support such as trainign or
other external help. 
My job is to give an honest assement on where she could improve and learn.
By giving her right tools and allowing her to dive deep into this stack - I
could help her achieve a SME not just for the team but the org. as a whole.
Further, I encoraged her to get a tech talk for the company - putting her skills
sets for larger audiance. By following up and course correcting and giving them
the right tools to succeed I helped my employee achieve their goals.

Anonymous · Answer

TO MAKE SURE THAT YOUR EMPLOYEES ARE ACHIEVING THEIR GOALS, I WOULD DEFINE THE
KPIS WITH THEM AND I WOULD FOLLOW-UP ON THEIR PROGRESS DURING REGULAR CALLS

Anonymous · Answer

At XYZ, I would work with my employees to set their goals for the year.
a) Goal is achivalbe
b) Measurable (in terms of impact)
c) Timely
Once the plan is set - I would have reguarl 1:1 where in I would give constant
feedback and revist their goals and see how they are trending and any gaps that
needs to be addressed. During this time I would also collect feedback from all
the peers and stakeholders to help them course correct.

Anonymous · Answer

Tie each engineer’s goals to team OKRs, with a measurable KPI (lagging) and a
leading indicator, plus a crisp Definition of Done.

I'm curious to know how you keep track of your team's progress towards their goals.

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