In Episode 18, Mike and Nate discuss Chapter 22 of the New IT Leader's Survival Guide. In this episode, we step off the EX train for a bit and focus on managing IT personnel performance. When it comes to retaining and developing IT talent, you have to be better than everyone else, and we explain why and how we do it. We also spend some time discussing who is ultimately responsible for upskilling workers in a company.

Plus, there is the usual banter and other stuff like Worldcoin and the destructive power of bored billionaires. We even snuck in some AI discussion.

Post-chapter 22 analysis/reflection questions:

1. Which components of the proposed performance assessment model seem most valuable, and which seem least effective?
2. What challenges do you foresee in implementing frequent feedback and reviews, and how could those challenges be addressed?
3. How well does your current performance review process measure an employee's performance throughout the year, and what improvements could be made?
4. What professional development and career growth goals would you suggest for an individual goal-planning process?
5. How might you adapt the proposed performance assessment model based on your company's culture or industry norms?
6. What metrics would you track to demonstrate the effectiveness of the new performance assessment process?
7. How can continuous coaching and feedback help employees improve, and what role should 360-degree feedback play?
8. What tips would you share for delivering feedback candidly yet tactfully?
9. How can transparency and clear expectations help reduce surprises during the review process?
10. Compare your current performance assessment process with the continuous feedback model and discuss the benefits or challenges of implementing it.
11. Reflect on how regular feedback loops could have altered past experiences with delayed feedback.
12. What obstacles might you anticipate in transitioning from annual reviews to a more frequent feedback process, and how can technology facilitate this transition?
13. What are the key characteristics of effective feedback, and how can managers be trained to deliver it?
14. How can organizations align their performance assessment processes with the evolving expectations of the workforce?
15. Discuss the potential impact of a well-structured performance assessment process on employee retention, satisfaction, and engagement.
16. What strategies can ensure that the performance assessment process is perceived as fair and objective?
17. Can you explain how regular feedback loops could improve employee engagement and motivation?

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