šŸ“£Ā 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 youā€™re set up for success:

<aside> šŸ“£ Small disclaimer: At many other companies, the annual review (in our case ā€œPersonal Retrospectiveā€) is the backbone of performance. For us, the annual personal retrospective is just one part of performance and development. Itā€™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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šŸ‘„Ā Regular 1:1s


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.

1:1 Guide for Managers

ā™¾ļøĀ Continuous Feedback & Recognition


Never wait until a formal feedback session to provide and share feedback with your team/team member/manager.

We foster a culture where feedback: