My team is tired of writing quarterly check- ins and monthly practice reviews. They work hard and spending all this time is getting to them. I had a few just not submit one this quarter despite my weekly reminders. Can’t say I really blame them.
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The don’t make a difference, why would you expect someone to write them.
I use them for documentation of what actually happened, I was burned big time by a former manager and I won’t let that happen again. If people on a team you manage don’t write them, they trust you. That’s their mistake.
MPR's are a horrible waste of time and quite honestly make leadership look lazy. Your MPR meeting is led by you the associate to tell the leadership what you have done and what you are working on & usually need to come up with 2 or three things each month. Maybe when someone is new to a role they may get a slight benefit but once someone has been in the role for a while either you are doing the job or not. The leaders should be the ones presenting an MPR if they feel it is that important, or better yet address issues as they arise. If the associate is going to lead the MPR on themselves then who needs a manager? Think about this having to come up with some bs each and every month when you could be doing the actual job. It reminds me of when I was in management and was required to have weekly sales meetings- after so many of these meetings with tenured staff there really is nothing more to talk about other than to dedicate time to fill in a meeting quota. Either the employee is doing the job or not.
Quarterly check ins on the other hand I feel do provide some value as it is just a chance for you to put in accomplishments etc to hopefully remind leadership when it comes time to consider bonuses etc.
One other bit of non-sense is most roles ask employees do things for extra credit aka demonstrating leadership within the team so that causes employees to have to volunteer to be on a committee or train other employees which again takes the onerous off the leader causes extra bs work for the associate. So you have all these employees looking for extra cr-p to do so they can check that box off.
It is obvious to many that someone a bit juvenile has come up with some of these requirements and quite possibly has not experienced it for themselves in real world.
Don't understand the pushback against quarterly check-ins. It's THE MOST IMPORTANT document you should write to document your work and personal contributions in unequivocal terms so you manager won't be able to ignore or take your credits.
Reporting out on what you are doing and did for the quarter. In my opinion we are spending too much time talking about what we are doing that it gets in way of doing.
Thought u will b in trouble with hr if u don’t submit
What are these check ins /monthly practice reviews about? Sorry new here
Then do something about it. Ugh.
Do you advocate for them at all?