In the spirit of Continuous Improvement, our goal is to provide you the vision, the guidance, the environment, and the support to do the best work of your life.

The role of your Manager is to coach you toward improvement, and in doing so, set clear expectations for your role, and the necessary resources to get you there. Your Manager is responsible for providing specific, actionable feedback as and when required - this may come outside of the more formal feedback periods such as our quarterly 1:1 or annual reviews. This ensures that important feedback that helps you improve is delivered in a timely manner.

We are the standards we set, and we must be critical of the relative performance of the team if we're to improve as an organisation. If your Manager has observed behaviour that is not in line with the expectations of your role or our values, it should be communicated directly and confirmed in writing. Feedback states the behaviour they observed, when it was observed, and the impact of that behaviour. Following this, actions for improvement are agreed upon and a timeline for when they expect to see improvement.

At the end of that timeline, your Manager will schedule a time for review. This meet may align with a future quarterly 1:1 or Annual Performance Review. During this time they should share:

• Improvement has been observed, no further action required (great!)
• Some aspects of improvement have been observed, further guidance provided, and where relevant, another timeline set to meet again and review performance
• No improvement has been observed

If there hasn’t been any observed improvement to performance in that time, there may be a decision made to end your time at Float - in legal terms, terminate your contract. These aren’t decisions we take lightly, and prior to notice, the decision will have been approved by the CEO based on supporting evidence.

Once notice of your termination has been communicated via a meet, and followed by a letter emailed to you formalising the agreement:

1. We will pay the contracted notice period, and up to a month where it’s feasible to help you plan for your next move. You're free to schedule available time off during this period.
2. You have the option to inform team members privately if you prefer. If there are vital handoff processes required, the Manager will inform those relevant team members to pair with you on an as-needed basis. The announcement will be made to the full team on the final week of your time at Float.
3. At the end of your final day your services will be disabled, including your Float email. A personal email should be provided to Operations for any necessary future comms (e.g. tax forms).
4. To promote continuous improvement, an exit interview will be offered to all team members who are leaving voluntarily, and in some cases, those leaving involuntarily. Regardless, Amber will email you with the option to have an exit interview.

We’re here to support you in finding that next role and a home where you can be successful, whether it be a reference call, career advice, or support materials indicating evidence of your time here.

<aside> 👎 Note: There are exceptions to this process. If behaviour is observed that is in breach of contract, our Code of Conduct, we reserve the right to terminate your contract immediately without notice. During the 3-month probation period, notice is also 1-day to provide flexibility on both sides if things aren't working out.

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If you have any feedback on this process, please reach out to your Manager or Amber.