tl;dr:“Construct your positive feedback the same way as you would a negative one. Ensure the situation where the action you want to comment on was well understood; focus on the actions of the person you’re giving a feedback to; and show the impact these behaviors had on you and others. This approach will help your team members recognize and build on their strengths.” Peter shares his framework for doing so.
tl;dr:“Here's an idea: what if Impostor Syndrome isn't always bad? That nagging feeling that you might miss something to be successful can actually make you a better manager - if you learn to use it right.”
tl;dr:“As we’re entering the last quarter of the year, the time has come when many tech companies start their yearly feedback cycles, providing formal feedback on the performance of their employees. While time-consuming, if done well, this is a great tool for Engineering Managers to make a difference in the professional life of their reports, so to help, I summarized what I’ve learned about this process during my career.”