People Management

How do you manage high-performing team members, and what metrics do you use to measure their success and top performance? Can you define what constitutes a top performer?

ML Engineering ManagerEngineering ManagerData Science ManagerData Engineering Manager

Amazon

Meta

Snap

TikTok

Microsoft

Google

Did you come across this question in an interview?

Answers

Anonymous

3.6Strong
A top performer is one who is consistently over archiving on their expected deliverables. Their impact extends beyond the project they are working on. They not only deliver but mentor others along the way. At Auctane, I had a top performer on my team, she would deliver the tasks which is assigned but also go above and  beyond and deliver more, she would drive the engerring excellence to the org and drive new technology to solve customer issues.
To manage a high performer on my team I would consistently challenge them out thier comfort zone - for e.g I would ask them to do a deep dive demo on the tech stack they are learning, would assign more tasks on a tight deadline - all the while ensuring that they don't fee burnt out .
Metrics:
a) Number of tasks expected to be compelted vs actually completed
b) Impact on the mentorship - did they impact mentees positivily and did mentees productivity increase
c) Impact on solving customer problmes  - did they release a feature faster and a high quality release
d) Org wide impace - did they improve the engineering standards for the org.

Expert Answer

Anonymous

4.6Exceptional
High-performing individuals are invaluable assets to any team. To ensure their continued growth and engagement, I adopt a multi-faceted approach:
  • Growth and Development: I prioritize providing ample opportunities for growth, including:Career Pathing: We collaborate to define clear career paths, identify their aspirations, and map out concrete steps to achieve their goals. Accelerated Promotion Tracks: Recognizing their exceptional contributions, I advocate for high-performers to be considered for faster promotions when they consistently exceed expectations. Mentorship and Exposure: I facilitate mentorship opportunities with senior engineers to expand their knowledge and perspective. I also actively create opportunities for them to present their work and gain visibility with executives, showcasing their potential. Challenging Projects: High-performers thrive on being stretched. I assign them complex and impactful projects, fostering their problem-solving skills and leadership abilities.
  • Open Communication and Feedback: I foster a culture of open and honest communication:Two-way Feedback: I regularly solicit their feedback on the team, processes, and leadership, and provide them with actionable and constructive feedback on their own performance. Clear Expectations and Goals: I ensure they have clear objectives, aligned with team and organizational priorities, enabling them to focus their efforts and make the greatest impact.
  • Autonomy and Ownership: Recognizing their capabilities, I grant them a high degree of autonomy to manage their own work and prioritize tasks effectively.
Metrics for Measuring Success and Top Performance
  • Quantitative Metrics:Project delivery: Timely delivery of high-quality projects with minimal defects. Code quality: Clean, well-documented, and maintainable code that adheres to best practices. Technical impact: Measurable improvements in performance, scalability, or efficiency of systems they work on.
  • Qualitative Metrics:Innovation: Proactive identification of opportunities for improvement and the development of creative solutions. Mentorship and collaboration: Actively assisting and mentoring other team members, contributing to a positive team environment. Leadership: Taking initiative, driving projects forward, and demonstrating leadership qualities.
Defining a Top Performer
A top performer consistently exceeds expectations at their current level and exhibits a significant positive impact on the organization:
  • Demonstrated Impact: They consistently deliver outstanding results with visible impact on products, customers, or the organization as a whole.
  • Technical Prowess: They possess deep technical expertise and problem-solving skills, often demonstrating capabilities beyond their current level.
  • Leadership and Initiative: They proactively identify opportunities for improvement and drive solutions. They also exhibit leadership potential by mentoring others and taking ownership of projects.
  • Alignment with Goals: Their work is closely aligned with team and organizational priorities, contributing directly to strategic goals.

Anonymous

4Strong
Managing high-performing teams involves a combination of strategies and skills. Here are some essential steps and tips:
  1. Define Roles and Responsibilities Clearly: Ensure team members understand their roles, responsibilities, and expectations. Clarity helps prevent misunderstandings and promotes alignment.
  2. Set Clear Goals and Objectives: Establish specific, measurable, achievable, relevant, and time-bound (SMART) goals. Regularly revisit these goals to track progress and adjust as needed1.
  3. Regular Communication: Foster open communication within the team. Regular check-ins, team meetings, and one-on-ones help address challenges, celebrate achievements, and maintain alignment.
  4. Provide Constructive Feedback: Regular feedback is crucial. Recognize accomplishments and offer constructive criticism when necessary. Encourage a growth mindset and continuous improvement.
  5. Encourage Team Building: Strengthen team bonds through team-building activities, workshops, and social events. A cohesive team performs better and supports each other2.
  6. Balance Creativity and Policy: Allow creativity while adhering to company policies. Encourage innovation within established boundaries3.
Remember, a top performer isn’t just about individual achievements; it’s someone who contributes positively to the team, demonstrates leadership, and aligns with the team’s values and goals. Metrics can include project outcomes, collaboration, and personal growth

Anonymous

3.6Strong
I believe that any top performer needs 3 things, autonomy, purpose and learning from a project. I would generally involve my top performer in a challenging project, so that he/she is challenged enough and finds the work interesting. 
metrics to measure top performer: 
1. Deliverables timelines - a top performer would be able to deliver projects faster than others. 
2. inspiring the team 
3. helping other members of the team and outside of the team grow. 
4. Code quality 

Anonymous

3.6Strong
My philosopy is to give a continous feedback to help their carrer journey. I try to get a 360 view of the candidates stengts and areas of improvement. Say for e.g. some one is good at coding but lacks technical depth to architect - I would go with a combination of letting them learn from blogs etc along with paring of a senior eng. so that when there is a feature to be designed - they can be part of the discussion. The other venue is to give Proof of Concept- it is not customer impacting yet they learn some invalube lesson. By using the above startergies I have helped various developers on my team grow. At Auctane, I employed the above stratergy when needed.
  • How do you manage high-performing team members, and what metrics do you use to measure their success and top performance? Can you define what constitutes a top performer?
  • Can you walk me through your approach to managing high-performing team members?
  • Can you provide some examples of how you have fostered a high-performance culture within your team?
  • Can you describe the metrics you use to track and evaluate the performance of your team members?
  • Can you elaborate on your definition of a top performer and what characteristics you look for in such individuals?
  • Can you share some of the key performance indicators you use to monitor the success of your team?
  • Can you explain how you provide feedback to team members and help them grow and develop their skills?
  • Can you provide some examples of how you have recognized and rewarded top performers within your team?
  • Can you describe your process for setting performance goals and tracking progress against those goals?
  • Can you discuss the steps you take to address underperforming team members and help them get back on track?
Try Our AI Interviewer

Prepare for success with realistic, role-specific interview simulations.

Try AI Interview Now

Interview question asked to ML Engineering Managers, Data Science Managers, Engineering Managers and other roles interviewing at EPAM Systems, Microsoft, Stack Overflow and others: How do you manage high-performing team members, and what metrics do you use to measure their success and top performance? Can you define what constitutes a top performer?.