In this document you can find what you should expect from your team coach or, as team coach, what you should regard as your responsibilities. This document presents the expectations for team coaches on:
As a team coach, you should be able to coach individual team captains through regular 1-on-1 sessions, as well as the teams for which you are responsibile to identify their strengths and weaknesses, set goals, and create action plans for their personal and professional development.
As a team coach, you are responsible for conducting thorough reviews of each team member’s career plan to ensure they align with the company’s and partners’ goals and values and making recommendations for improvements or adjustments as necessary.
Goal Development Guidelines:
Draft Submission to Coach:
Coach Review:
Hibob:
If you have any questions, please feel free to reach out to your Team Coach.
Team coaches are expected to provide constant feedback to their direct reports by performing regular team retrospectives and during Performance Reviews).
Every 3 months, there should be a performance review. The most relevant and detailed should be done in the end of the year. The performance review will be split into Internal Feedback and Client Feedback.
Performance from a 25Friday perspective (e.g. direct leads, work on tech talks, proactiveness in 25Friday activities)
Performance from the client perspective. Team coaches are expected to:
The 360º Yearly Performance Review is an in-depth performance review with the following timeline:
December:
January:
The Team coach is responsible for all the HiBob management, ensuring that all requests (i.e. holidays) and information are handled efficiently and effectively.
Salary and Career communication will be in January. For that reason we will have to gather feedback from the team/client.
Team coaches are expected to communicate Salary and Career status and should always focus on facts to base the decision.
As part of the mentoring cycle, we expect teams coaches to pay attention to people that should be promoted soon.
Promotions need to be planned in advance between all parties, i.e. 25Friday (Coaches and Management) and the partner, and should be proposed on a factual basis considering the employee’s career plan, feedback reports and competence assessment according to the company-wide Competency Framework.
A promotion proposal needs to be prepared by the team coach so that a proper review may be conducted and ultimately authorized.
The promotion proposal must be supported by a few paragraphs explaining its reasoning, objectives and key results for the next period, along with a clear assessment of the candidate’s skills and be directed at the Management Team.
An example assessment can be found here
The promotions must be communicated within the first six months of each calendar year. That means the personal development plan needs to be prepared accordingly at the beginning of the year and shared with the client. The end of June is the last moment when we can share the promotion’s plans with the partners.
The normal promotion cycle will happen in January, even though there are a few exceptions where the employee can be promoted and July.