nelsonic
commented
8 years ago Good question, glad you asked! We expect to mentor people on a case-by-case basis and _as required_. Our objective is to understand what makes each person "_tick_" and tailor the experience they receive to maximise their progress toward a personal goal. We expect to go for weekly walks/lunch with people individually and in pairs to catch up and help people track their own progress towards their personal goals.
@iteles and I have both worked in organisations with scheduled "360 Reviews" that are box-ticking exercises where its obvious the person across the table is way more interested in climbing their own career ladder than helping you feel a sense of achievement/fulfilment in your job...
When I worked at Deloitte they had a "360 Review" process which amounted to a popularity contest. I voiced my concern that the process was rewarding the wrong behaviour and got hammered for thinking differently to the crowd... They have since realised the process was wrong, see: https://hbr.org/2015/04/reinventing-performance-management but it took them 5 years and they are still way off actually understanding people...
We think there is a _much better way_ of running a company/team where _everyone feels loved_. :heart:
How much detail do you (and others) want before Monday?
rub1e
sofer
How would time off for mentoring be factored in? Would people need to reduce their days on weeks that they were acting as course leader or would they continue to be paid as if they were working on a project?