Our approach to performance reviews focuses on continuous growth, open communication, and individual development. The process is designed to empower each member of the team and strengthen our overall impact.
February 360 Performance Reviews: Self, Peer, Manager
In February, we dedicate a significant investment of time to conduct comprehensive performance reviews. This month-long process reflects on the previous year, incorporating 360-feedback to provide a holistic view of individual and team contributions. This thorough process ensures we have a solid understanding of the past while setting the stage for future growth.
June and October Reviews: Self, Manager
Our June and October reviews take a more "lite" approach, omitting peer reviews for a lighter touch. This process is designed to be efficient and impactful, allowing our team to get valuable feedback from their manager and stay engaged with their development goals without the additional layer of peer evaluations.
Using Bob
Central to our performance review strategy is Bob, which we use for all the review cycles. Managed by @Amber Larsen, the platform enables the nomination of peers, completion of self-assessments, and the submission of upward reviews. All reviews are securely stored for future reference, ensuring a continuous feedback loop.
2025 Review Calendar
Guiding Principles for the 360 Performance Reviews
This year’s 360 Performance Review cycle is designed to provide clear, relevant, and actionable feedback to help you grow and make an even greater impact in your role.