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@bermonpainter
SUCCESSFULLY HIRE,
MENTOR, RETAIN,
AND LEAD TEAMS
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SUCCESSFULLY HIRE, MENTOR,
RETAIN, AND LEAD UX TEAMS
HIRING
MENTORING
RETENTION
LEADERSHIP
Q&A
AGENDA
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FINDING CANDIDATES, EFFECTIVE JOB DESCRIPTIONS,
INTERVIEWING, EXTENDING OFFERS, ON-BOARDING
HIRING
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HIRING
FINDING CANDIDATES
COMMUNITY RELATIONSHIPS PATIENCE
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HIRING
EFFECTIVE JOB
DESCRIPTIONS
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HIRING
EFFECTIVE JOB
DESCRIPTIONS
PHYSICAL WORKING CONDITIONS
• Frequently uses PC and/or computer terminal
• May work long, irregular hours
• Sits for long periods
• May operate office equipment
• Moves throughout the department/facility
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HIRING
PERFORMANCE
OBJECTIVES
1. Coordinate the efforts to create front-end documentation and pattern libraries. This
requires coordinating with both experience design and development to outline existing
vs. new design patterns, any inconsistencies that may exist, and offer recommendations
and best practices on how final design patterns should be translated to HTML, CSS, and
JavaScript.
2. Analyze existing front-end architectures. Conduct a detailed review of clients’ front-
end architecture in order to identify key bottlenecks that reduce performance and
maintainability. Develop a plan to improve speed, optimize and modularize the front-end.
3. Create modular front-end architectures. Coordinate with experience designers to write
custom HTML, CSS, and JavaScript modules that function across modern browsers and
IE9+.
4. Coordinate with designers to develop prototypes. Work with multiple stakeholders …
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HIRING
INTERVIEWING
70% SOFT SKILLS / 30% HARD SKILLS
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HIRING
INTERVIEWING
70% SOFT SKILLS / 30% HARD SKILLS
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HIRING
INTERVIEWING
70% SOFT SKILLS / 30% HARD SKILLS
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HIRING
INTERVIEWING
DESIGN THE ELEVATOR INTERFACE FOR
1000 STORY BUILDING
3 SECTIONS (LIVING, BUSINESS, COMMERCE)
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HIRING
EVALUATION
Technical Skills & Abilities Planning & Execution
Motivation Environment & Culture Fit
Team Skills Trend of Growth Over Time
Problem Solving and Thinking Character & Values
Comparable Results Potential
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HIRING
EVALUATION
COMPETENCIES LEVEL 1 LEVEL 2 LEVEL 3 LEVEL 4 LEVEL 5
Technical Incometent Extra training High standards Does it better Sets standards
Motivation Unmotivated Extra pushing Self motivated Does more, faster 120% Commited
Cooperation Uncooperative Needs urging Fully cooperative Initiates helping Proactively coaches
Perception Distraction Loner Contributes Mentors Leads
Impact Demotivating Neutral An Asset Influencer Motivator
Planning Reactive Passive Proactive Anticipates Forward-looking
Growth No potential Not promotable Promotable Quickly promotable Double promotable
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HIRING
OFFERS
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HIRING
ONBOARDING
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ALUMNI
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EFFECTIVE 1:1’s, COACHING,
SELF-DEVELOPMENT, ALUMNI
MENTORING & RETENTION
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MENTORING & RETENTION
ONE-ON-ONES
WEEKLY 30 MINUTES MENTOR <—> MENTEE
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MENTORING & RETENTION
COACHING
ASSOCIATE STAFF SENIOR PRINCIPAL MANAGING
PRACTICE
MANAGER
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MENTORING & RETENTION
SELF-DEVELOPMENT
Objective Improve Cardinal Product Development Approach 0.5
Key Results
1 Create approach guidelines + executive summary 0.2
2 Create UX skills guidelines and outline where they fit in on projects 0.9
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Train practice managers and account managers in Charlotte, Tampa & Raleigh how UX
integrates on projects
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Help win 1 Cardinal project using the complete product development approach with the
correct capabilities
0.4
Objective Finalize practice documentations 0.3
Key Results
1 Team Lead Guidebook (onboarding checklist, 1:1's, evals, OKRs) 0.4
2 Complete Phone Screen and Interview Documents, 10-Point Evaluation 0.3
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THE BUSINESS, EMOTIONAL INTELLIGENCE,
FOSTER LEARNING, TRANSPARENCY, FIRING
LEADERSHIP
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LEADERSHIP
UNDERSTAND THE BUSINESS
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LEADERSHIP
EMOTIONAL INTELLIGENCE
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ALUMNI
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LEADERSHIP
FOSTER LEARNING
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LEADERSHIP
BE TRANSPARENT
WHEN NEEDED
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LEADERSHIP
FIRING
1. POOR PERFORMANCE
2. DIVISIVE/DESTRUCTIVE
TO THE TEAM
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LEADERSHIP
FIRING
COMPETENCIES LEVEL 1 LEVEL 2 LEVEL 3 LEVEL 4 LEVEL 5
Technical Incometent Extra training High standards Does it better Sets standards
Motivation Unmotivated Extra pushing Self motivated Does more, faster 120% Commited
Cooperation Uncooperative Needs urging Fully cooperative Initiates helping Proactively coaches
Perception Distraction Loner Contributes Mentors Leads
Impact Demotivating Neutral An Asset Influencer Motivator
Planning Reactive Passive Proactive Anticipates Forward-looking
Growth No potential Not promotable Promotable Quickly promotable Double promotable
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LEADERSHIP
FIRING
LEVEL 3 LEVEL 4 LEVEL 5
LEVEL 1 LEVEL 2
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LEADERSHIP
FIRING
LEVEL 3 LEVEL 4 LEVEL 5
LEVEL 1 LEVEL 2
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LEADERSHIP
FIRING
LEVEL 3 LEVEL 4 LEVEL 5
LEVEL 1 LEVEL 2
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FIN
OPEN OFFICE HOURS
Friday mornings: 7am-9am
officehours.io/people/bermonpainter
TWITTER/SKYPE/EMAIL
@bermonpainter
KEEP IN TOUCH