Thank you for everything that you do everyday. In a humble attempt to give back and make sure you make the most of your time here and beyond, we are dedicated to your professional growth. As you might have guessed professional development is different in a start-up than in a multinational enterprise, and much of your growth here will be based on learning on the job by being trusted with responsibility and being put outside your comfort zone when you “go-for-it” in uncharted territory.

Growth & Performance Management:

We have a semi-annual 360 Review process, which takes place each November and May.

In addition to facilitating the semi-annual 360 Review, managers should deliver feedback in real-time and check in with their reports weekly (for tactical 1:1s), and at least quarterly to check in on aspirations and growth.

Link to Growth Framework

Growth Framework Notion Page

Link to 360 Review

360 Reviews Notion Page

Feedback

Feedback is a gift that comes from a place of care, a place that sees potential. Make it receivable, actionable, and balanced:

  1. Micro-yes: Get buy-in, reduce mystery, and allow prep: “Do you have 10 minutes to talk about your last email to Jill”
  2. Behavior: Focus on behavior, not person - and deblur: “I noticed you replied to her email three days after she sent it.”
  3. Impact Statement: Share why it matters and who is affected: “I mention it because she can’t move forward without your reply, so it might delay her team.”
  4. Question: Check how they see it and agree to action plan: “What do you think our process should be moving forward?”