Team Coaches

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:

  • Coaching
  • Career Plan
  • The different feedback moments (i.e. Monthly Team Retrospectives, Quarterly Check-in and Yearly 360s)
  • HiBob Management
  • Salaries & Promotions

Coaching

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 responsible to identify their strengths and weaknesses, set goals, and create action plans for their personal and professional development.

Career Development Plan

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.

What’s the timeline?

Goal Development Guidelines:

  • You may incorporate personal goals as long as they are relevant, but don’t forget to also incorporate the yearly feedback gathered from partners and peers.
  • Use the “Template Career Plan” available in the template gallery on Google Docs.
  • All goals must be set using the SMART format (Specific, Measurable, Achievable, Relevant, Time-bound).

Draft Submission to Coach:

  • Deadline: mid February.
  • Action: Create a draft of your career plan and share it with your coach. Notify them upon submission.

Coach Review:

  • After submitting the drafts, the coach will review them, provide feedback, and set up a call if necessary.
  • Timeframe: Between mid and end of February.

HiBob:

  • Ensure all goals are set in HiBob by the end of February.

If you have any questions, please feel free to reach out to your Team Coach.

Feedback

Team coaches are expected to provide constant feedback to their direct reports by performing regular team retrospectives and during Performance Reviews.

Monthly Team Retrospectives

  • The team coach has the responsibility to facilitate the monthly team retrospectives.
  • It’s expected to reflect on recent successes and challenges, identify areas for improvement, and collaboratively develop strategies to address them.
  • This initiative is supported by the team captain and it should happen each month; however, it can depend on each team’s necessity.

Quarterly Check-in

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.

Internal Feedback

Performance from a 25Friday perspective (e.g., direct leads, work on tech talks, proactiveness in 25Friday activities).

Client Feedback

Performance from the client perspective. Team coaches are expected to:

  • In case we have a new client during the onboarding meeting, communicate to them that in 1 month’s time you will set a quick call to discuss the performance.
  • Schedule a client feedback meeting every quarter, where you will ask about areas to improve.
  • Communicate all feedback but focus on acting fast in case of negative or constructive feedback that you may have from the client.

Yearly 360s

The 360º Yearly Performance Review is an in-depth performance review with the following timeline:

December:

  • Google form asking for detailed performance feedback;
  • Team members at 25Friday from the same partner will have the opportunity to review their peers.

January:

  • Set a meeting to review and discuss the feedback of each team member;
  • Management team will review all feedback and discuss what would be the salary adjustment according to the received feedback (if applicable).

HiBob Management

The Team coach is responsible for all the HiBob management, ensuring that all requests (i.e. holidays) and information are handled efficiently and effectively.

Salaries & Career Communication

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.

Promotions

As part of the mentoring cycle, we expect team coaches to pay attention to people that should be promoted soon. Team coaches are responsible for preparing promotion proposals and ensuring candidates are evaluated on a factual basis considering their career plan, feedback reports, and competence assessment.

For the full promotion process, including timing, evaluation criteria, and the step-by-step approach, please refer to the Promotion Process.