by M-Tracker | Oct 22, 2026 | People and HR
People and HR · 2 min readA fair review is built from real work, not memory. Gather three to six pieces the person delivered this period. For each, note what it shows: a strength, a gap, growth. Write the review from those examples. Each point names the...
by M-Tracker | Oct 22, 2026 | People and HR
People and HR · 3 min readMost new hires who struggle are missing clarity, not ability. Spot the signs early. Give smaller tasks with clear briefs and examples. Give feedback within a day. Pair them with a buddy. Check in twice a week. Most people turn...
by M-Tracker | Oct 22, 2026 | People and HR
People and HR · 3 min readA fair probation review compares real work with expectations that were clear from day one. Write down what success looks like at 30, 60 and 90 days. Collect examples of delivered work as you go. At the review, go through the work...
by M-Tracker | Oct 22, 2026 | People and HR
People and HR · 9 min readA good review phrase names the work, says what was good or what to change, and why it mattered. "Great job" teaches nothing. "Your pricing handout was approved first time because you checked the numbers with finance first" teaches...
by M-Tracker | Oct 22, 2026 | People and HR
People and HR · 2 min readA fair performance improvement plan (PIP) is built on real work. Name the specific gaps with examples. Set clear deliverables with done checks and dates. Offer real support. Review progress weekly against the deliverables. If the...
by M-Tracker | Oct 22, 2026 | People and HR
People and HR · 3 min readNew managers usually make one of three mistakes: they review everything, they review too late, or their feedback is vague. Teach four habits in their first month: review against the brief, write three-part feedback, keep a review...
