<aside> <img src="https://s3-us-west-2.amazonaws.com/secure.notion-static.com/7f34524d-9389-4bb8-b803-8796988dd464/Web_logo_(256__256px)_(2).png" alt="https://s3-us-west-2.amazonaws.com/secure.notion-static.com/7f34524d-9389-4bb8-b803-8796988dd464/Web_logo_(256__256px)_(2).png" width="40px" /> What we love about this handbook section
🖤 This is a brilliant page for anyone looking for some inspiration when it comes to building out guidance and documentation around performance & development. From 1:1 guidance, information on how they approach feedback, and also growth*. Awesome work from Checkly. 👏*
****Check out their entire handbook for inspiration here: đź”—Checkly's full handbook
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đź“ŁÂ This page is public. Please do not add any confidential information.
Performance includes both
Our performance processes are about feedback, learning and development, not about judgement.
We will only thrive if we are able to commit to giving truly honest feedback to one another so we can improve and level-up as a team. Our performance framework is set up to support us in our commitment.
We use regular checkpoints throughout your journey with us to make sure that you’re set up for success:
<aside> 📣 Small disclaimer: At many other companies, the annual review (in our case “Personal Retrospective”) is the backbone of performance. For us, the annual personal retrospective is just one part of performance and development. It’s a moment to reflect, a summary of all the other conversations throughout the year, plus an opportunity for additional insights from peers that may not have reached you yet.
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Through regular 1:1s between a team member and their manager, the manager can get to know the team member, their aspirations and goals, and the areas where they struggle, better. These conversations are important to get context around performance, goals and growth.
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