We are humans, and one size certainly does not fit all - the reality is that performance management is personalised and nuanced.

However, we believe the fundamentals are:

1. Setting clear expectations. We make expectations clear through:
   1. Career frameworks that define expectations by level and role
   2. Projects, initiatives and goals with clear ownership, so everyone knows what they’re accountable for
   3. Strong management, so expectations are aligned, feedback is clear, and support is in place
2. Getting to the heart of it through continuous, honest conversations
   1. Regular check-ins with your manager
   2. More formalized bi-annual performance conversations
3. Using data from multiple people (360 feedback): Our managers, our direct reports and our peers.
   1. We complete a **formal peer-feedback process** twice a year
   2. Outside of this, we expect you to encourage and seek feedback from those around you.
   3. Likewise, there’s no reason to keep your feedback about someone to yourself until peer review time if you’d like to deliver it sooner. It’s much better if you do so often and outside the constraints of official peer reviews.

How do we identify top performance? 🤩

How do Ratings work? 📈

👉 Next up: 360 Feedback and 1:1s