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Performance includes both

• Results (achievements on personal, team and company goals) and
• Behaviors (alignment with our values).

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.

</aside>

👥 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

♾️ 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:

• is continuous. This means that we don’t wait until certain feedback check-ins to give feedback if we have it.