<aside> đ At Purpose in Play we value the Freedom and Responsibility of giving Proactive and Honest feedback to drive excellent Team Work.
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<aside> đ Sprint retro - every week. What went well? What we can improve?
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<aside> đ 1:1s - Ad-hoc. How can we improve the process and collaboration?
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<aside> đ Performance Review - every quarter. Focused on on personal and professional growth.
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<aside> đ Daily! - we generally aim to provide daily asynchronous feedback via Slack
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Every quarter we want to make sure you get a formal feedback focused on your personal and professional development, and progress. And luckily, the quarterly process aligns to the timing of our OKRs & Planning, so you can chat about both with your manager at the same time.
If your work performance is not meeting expectations, you may be put on a Performance Improvement Plan. We only initiate this if your manager's concern is correctable in the short term.
Your manager will identify a productivity or disciplinary problem as soon as possible after it occurs if itâs a specific incident, or as soon as they can when they sense a general problem with your ongoing performance. Your formal reviews may be helpful in identifying a problem, but managers shouldnât wait for those reviews to raise a problem with you.
Your manager will have a conversation with you about:
Your timeline for taking steps to correct your performance is at the discretion of your manager. During that timeframe, you and your manager will check in periodically about whether or not theyâre seeing the improvement they've asked to see.
When you come to the end of your Performance Improvement Plan Process timeline, you and your manager will have a formal check-in. If your performance is back where it should be, thatâs the end of this process.
If your performance is not where it should be, your manager will outline next steps. If they feel youâre putting forth good effort and could use more time to show improvement, they may extend the timeline