Growth and feedback aren't tied to performance reviews or pay cycles. When growth conversations are tied to pay and performance reviews people start optimizing for the wrong outcomes. They might hold back honest feedback about struggles, or focus on checking boxes rather than genuine development.
By separating feedback from promotion cycles, we're intentionally creating space for honest development conversations and genuine skill-building that centers around your individual growth and supports the kind of career you want to have. When your impact grows, opportunities for level increases and promotions follow, but the timing of promotions is driven by impact and business need, not review schedules.
This approach emphasizes ongoing feedback over fixed, high-stakes moments. Instead of gearing up once or twice a year, regular check-ins through your Growth Tracker, 1:1s, and structured feedback cycles create steady accountability and make sure no one is surprised by a performance conversation.
For information about pay cycles, promotion processes, and career frameworks, visit Career progression.
Growth and feedback are two of our core values and the foundation of how we maintain high standards of excellence. We hire high performers who thrive when they have clear frameworks for continuous improvement and honest feedback. Our approach supports exactly that mindset.
The tools, processes, and support to enable high performance
Every touchpoint below connects to the same goal: creating the conditions where you can excel individually while contributing to our team's success.
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:notion_app_logo: Growth Tracker - This custom tool helps you reflect on where you are, where you're headed, and how you're evolving, using competencies aligned to your level. This creates clarity about your development areas and progress over time.
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Two performance feedback check-ins each year using your Growth Tracker (June and October) - Structured opportunities for growth-focused conversations with your manager that build on your ongoing development work.
June and October performance check-in
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Annual 360 performance feedback cycle in Bob :bob:- Every person receives comprehensive feedback from peers, direct reports, and managers, creating a complete picture of your impact and growth opportunities.
360 Performance Reviews: Peer, Manager and Self (2025)
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:bob: Bob - Platform to track 1:1 agendas and conversations, ensuring consistent documentation of your development discussions and progress.
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