CIOs: With employee review season upon us, wondering how your boss measures your effectiveness?

For the year 2022, the reviews are likely to focus on "Business value addition" and "cost optimization" based on the projects that were undertaken during the year. Operational IT is not a discussion.

So for each of the projects, we had set metrics jointly owned by the respective business leaders. We are actively measuring these. This is a new way of looking at contribution that we started from the last year.

A set of OKRs were created at the beginning of the H, and if results were achieved or surpassed my Manager would measure me as Head of Engineering.

At one time, a metric previously used was number of complaints received.

Currently, it seems that overall value/impact delivered to the organization is what is being used to measure my effectivity.

All levels of our organization have personal goals registered in our HR system. Your success on those goals has the most impact on your review

Our HR system also has an anonymous feedback feature that the people leader can send out to as many people as they would like too.

I used it for every person on my team. Most of the leaders I reported to have also used the feedback tool or spoken with the business leaders I worked with the most. Over 30+ years I’d estimate that 85-90% of my performance reviews I received were fair and representative of what I achieved

Objectivity isn’t easy with performance reviews so leaders need to strive to use objective metrics and get feedback from enough sources to ensure a fair assessment is done

We use to set clear objectives at the beginning  of the year and we use to measure quarterly okr results. So performance effectiveness is based on objective results at the end of the year