Performance Review questions

Yes, I think that you’re definitely overthinking the word happy.

But if it’s a loaded term that is just going to cause confusion, I’d rather move to the more benign suggestion of the “improve” from Josh.

> On Nov 12, 2014, at 1:42 PM, Matt Jankowski <notifications@github.com> wrote:
> 
> In policies/performance-reviews.md:
> 
> >  
> >  ## Everyone
> >  
> > -* This team member regularly exceeds my expectations: Yes | No
> > -* Your thoughts on this team member's performance: Free form text
> > +* How would you rate this person on their interaction with the thoughtbot team?  
> > +  Poor | Average | Excellent  
> > +  Additional comments (Free form text)
> > +* How would you rate this person's use of their investment time this quarter?  
> > +  Poor | Average | Excellent  
> > +  Additional comments (Free form text)
> > +* I can rely on this person (Free form text)
> > +* I enjoy working with this person (Free form text)
> > +* What's one thing this person could do to be happier and more productive? (Free
> I agree both with Chad's assertion that we should care about the happiness of ourselves and our teammates, but I also agree with Gabe's point that word "happy" specifically is very person-specific and a very in-the-moment thing, rather than a long term goal we can coordinate with our coworkers.
> 
> I think things like job satisfaction, meaningfulness of job and work, productivity per person, achievement of professional goals, etc -- those are things I'd be receptive to feedback from coworkers on.
> 
> If someone hands me a lollipop might make me happy ... but that's not really a super meaningful metric. It will fade 10 minutes from now.
> 
> What about wording like "How can this person be more productive and impactful in their job?"
> 
> I also like Josh's "...improve in next quarter" idea.
> 
> I also think we're overthinking the word "happy", even though I just did it.
> 
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