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:

When It’s Time to Part Ways

We want everyone to succeed here. But when things aren’t working, we aim to act quickly, clearly, and kindly. Prolonging a misalignment helps no one—not the individual, not the team.

Why we rarely use PIPs

Performance Improvement Plans only work when both sides agree on the problem and the path. When that’s missing, PIPs can drag out what should be a straightforward, respectful exit. In those cases, we may offer enhanced severance:

• Full notice period
• +2 additional weeks' pay
• +1 week per year of service at Float

How we handle exits

If Float initiates the parting, your manager—or the person who hired you—will deliver the message. Tool access is removed right after the conversation. You’ll have the chance to share a message with the team via your manager.

If you choose to resign, we ask for:

• Two weeks’ notice