As a manager, you can also setup Develop discussions with your employees by adding the Develop agenda to your upcoming 1:1s. This will help track the personalised development plan of your direct reports against competencies that are expected from the role. The process to setup these discussions for managers is identical to how employees setup Develop Now discussions.
The Develop homepage for both the employees and the managers look similar with the only difference being that for the latter group, there will be an added "My Team's Competencies" section after the My Competencies section.
My Team's Competencies
This is where a manager can take an aggregate view of his team on all things related to Develop.
Target RoleFor every team member, this section will show whether they're working on their current role or a future role as well as their target role in both cases.
Competency ProgressionManagers can also check all the different competencies a direct report is working on and the respective progress on each of them by clicking on the dropdown beside the profile.
Risk EstimationManagers will also be able to see the aggregated Risk Estimation for every direct report, which on doubling down, will show the risk estimation of individual competencies for the said report.
This will then help the manager to have the direct report focus on things that need attention or aren't progressing well.
To sum it up with an example, Joseph Joestar is currently working towards a new role of Software Developer 3. Among all the competencies, Joseph has already reached the excelled and skilled level in 60% of them, he's still building on 10% of the competencies while just being started on 5% of them. However, 12% of the competencies aren't critical to him for his new role. Also, Jospeh is lagging on the "Winning Habit" competency and hence, it needs attention.
Progressing on your Competencies - Develop side panel
Before you start to progress on your competencies, it's important to understand the different progression stages. In total, there are 5 of them.
- Not Critical - The employee does not need this competency to be successful in this role
- Starting - The employee needs to develop this competency in order to be successful in this role
- Building - The employee is currently making healthy progress to developing this competency
- Skilled - The employee has displayed this competency consistently over a period of time
- Excelled - The employee has displayed this competency consistently and is helping peers develop this competency
While starting, the current expertise level of an employee should be updated on the given competency and then the progress need to be tracked from there.
Now, the Develop side panel is broken down into 5 parts.
Progressing on competencies, i.e., moving from starting to excelled, happens in two ways,
- When you receive a praise/ advice tagged with a competency - Auto updated
- When you finish a task you were working on as part of your Develop Initiatives - Manual check-ins
The process of doing manual check-ins on Develop is almost identical to your Goals check-ins. Under My Competencies in Develop, click on the competency you want to mark your progress on. This will open up the check-in panel.
A Develop check-in requires you to change your current progress level on the said competency by clicking on the drop-down and updating the status. You can also add remarks in the check-in box and then hit the blue "check-in" CTA at the bottom. These check-ins can be done by both the employee and the manager and every successful check-in would also be accompanied by a comment visible to everyone in the comment box at the bottom.
Any role (current or future) that an employee decides to work upon, needs to have a timeline, up until which, they're supposed to reach either the skilled or excelled progression level, as decided between the employee and their manager. And this "Applicable Timeline" is what needs to be specified in the details section, which works on a quarterly basis.
Adjacent to this is the "Mentor" field. Here you can enlist the guidance of anyone from your organization to help you progress on your selected career path. There's no restriction to whom you can enlist here but the ideal person will, firstly, already be in the know that you're going to enlist them as a mentor for your progression. And secondly, would be someone who has either directly or indirectly some experience with the said role.
The Praise/ Advice that we mentioned in the Progress section is what constitutes the Feedback section.
All the Praise and Advice that you receive from your colleagues/ managers, either via the social feed or the Feedback module, as long as they're tagged with the relevant Develop competencies, they'd start appearing in this section. And with every feedback, you'll move ahead on your competency progression.
One can also "Request Feedback" from this section (as shown in the image above) by clicking on the tab. This will open the traditional Continuous Feedback panel from where you can directly ask people in your organization to help you with feedback on, say, a work that you collaborated with a colleague or you helped one of the managers with a challenge they were facing.
Initiatives are the smaller projects, like action items, that you'd be working on to achieve your larger Develop agenda. Once these are added (along with the traditional collaborator and timeline options), both the manager and the employee need to keep checking-in on these action items to exhibit progress on the said competency. There's no restrictions to the number of initiatives you can add for a particular competency.
Comments serve a couple of use cases here.
Apart from being a safe space for manager and the direct report to exchange notes and have asynchronous conversations on the progression, it also serves as a logbook for all the updates that the said competency has gone through. This could be anything from check-ins to progression to completing initiatives to updating timelines.
Similar to the other panels on the Mesh dashboard, even the Develop side panel will be accessible wherever a competency is visible. i.e., 1:1’s, homepage, profile page and reviews.