I have used this ability to pick up defunct meetups as a business opportunity. We used it to expand the footprint of our group to a much larger user base in some parallel communities. We now cross post our events across multiple groups.
I think this completely leaves out how user research and interface design influence the prioritization, process, and delivery of work done by the development team.
I think it's pretty similar. Like are UX and Eng working together to solve problems? Or is some VP telling UX what to design then telling Eng to implement the design.
I switched my team from Sketch to Figma. I was able to replace 4 software tools with one (Sketch, Zeplin, InVision, Box). It doesn't do everything as well as the others, but it does them well enough. I have been managing co-located design teams since before Covid. The mix of visibility into my design teams work, the capabilities of sharing components and libraries, and the ability to easily share work across product and engineering has made a huge impact. My team's work is more transparent, up to date, and we can iterate together more easily.
I work for a company that makes performance management and recognition and rewards software. As such, it is deeply embedded in our culture. We have a mix of tools that enable goals/OKRs, 1:1s, feedback, structured performance reviews, and 9-box evaluations. I lead product design for the company, and part of the reason I took the job was being able to deep dive into the user experience of how this works, and ultimately improve my own management skills. The process of rebuilding, testing, and developing the tools has exposed me to some top brass HR folks at large companies. It has been awesome being able to get the perspective on what works for individuals, and what outcomes people are expecting at the company level. I really feel like I have grown significantly as a manager in my time here.
At our company Goals/OKRs are set at the individual, department, and company level. You can align your goals up, or set individual (personal growth) goals. These can/should be reviewed in your weekly 1:1s with your manager. We allow anyone to send recognition, or send or request feedback at any point. We have several templates that facilitate different feedback types. We do quarterly Check-Ins which is more of a top down performance review where you can reflect on goal progress, feedback, and next steps with your manager. The 9-box talent assessment is calibrated for each employee twice a year. We also facilitate surveys at the company level to help do things like eNPS scores. If you want to learn more, ask away or check us out at https://www.kazoohr.com/
