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First check out the What is Performance at Dune and Managing Performance pages first

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🌱 Feedback Principles

1. Feedback is Attributed

All feedback at Dune is attributed — not anonymous. This encourages a culture of openness, accountability, and trust, reflecting our “Get to the Heart of It” value.

2. Inclusive by Default

Everyone participates in the feedback process, with the exception of those who have been at Dune for less than two months. This ensures feedback is informed and relevant.

3. 360° Feedback as Standard

We use 360 feedback to gather diverse perspectives. More voices mean less bias, creating a more balanced and accurate view of performance and growth.

4. Simplicity First

Simplicity is a guiding principle. Feedback processes and questions are intentionally few and straightforward.

How we run Performance Reviews

We run Performance Cycles twice a year (mid-year and end-of-year)

The company-wide review cycle runs via Lattice for ~3 weeks and includes a 360º peer review process:

• ↔ Peers (e.g. 3 members who work closely with the person) give feedback
• 🔄 Everyone assesses themselves (self assessment)
• ⬆️ Direct reports give feedback to their managers
• ⬇️ Managers give feedback to their direct reports (DRs)
• 1:1 conversation (manager - direct report) discussing past performance and future growth

📣 Giving 360º feedback

👥 Performance 1:1’s

🤔 FAQ