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Performance & Reviews

1. The Cadence​

We separate "Feedback" (Coaching) from "Evaluation" (Grading).

Weekly 1:1s (30 mins)​

  • Focus: Coaching & Blocking Issues.
  • Agenda:
    1. Mental Health check.
    2. Blockers?
    3. Updates on Priorities.
  • Output: Action items in MS Planner.

Quarterly Performance Review (QPR)​

  • Focus: Evaluation & Compensation.
  • Agenda:
    1. Review OKR achievement.
    2. Review Core Values alignment.
    3. 360 Feedback (Peers/Manager).
    4. Set goals for next Quarter.

2. The Feedback Model: SBI​

When giving feedback, always use Situation - Behavior - Impact.

  • Bad: "You were rude in the meeting."
  • Good: "In the Tuesday meeting (Situation), when you interrupted the client (Behavior), it made them feel unheard and risked the deal (Impact)."

3. Performance Improvement Plan (PIP)​

If an employee is underperforming (missing KPIs for 1 month):

  1. Identify: Manager documents the specific gap.
  2. Plan: Create a 30-day plan with clear, measurable targets.
  3. Support: Manager provides extra coaching/training.
  4. Outcome:
    • Hit Targets: PIP ends.
    • Miss Targets: Termination.

4. Compensation Review​

  • Happens Annually (or upon Promotion).
  • Based on Market Rate + Individual Performance.
  • We do not do "Cost of Living" adjustments; we do "Market Adjustments."

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