https://s3-us-west-2.amazonaws.com/secure.notion-static.com/b2171ba1-f189-4bcb-9e83-0466e5994b1e/High_Performance_Culture_at_Impala_-_Contract_V2.pdf
Maybe you've heard: at Impala, we want to be the best.
The best in travel tech — and the best in our offerings; for not only customers, but Impalans too.
We give a lot upfront to enable our people to feel and perform their best at work.
So, naturally, we have high expectations in return.
<aside> 💪🏽 **Impalans are committed to:
Achieving Results** - Hitting targets and defaulting to setting stretch goals.
Continually Innovating and Learning - Being adventurous and curious, stretching skills, embracing risks, learning from mistakes, and importantly thinking as an innovator.
Staying Human - Caring about each other as people who care about more than work
</aside>
Those 3 commitments have fed into our Core Values, our Processes, and our Performance Review structures.
We consider those above three commitments so essential to our survival as a startup that we've developed a team culture contract and subsequently, a culture deck to put them centre-stage.
High Performance means we care about always being Human, advocating Mental Health, promoting D&I, and supporting each other as a team. But we also take Performance Management seriously, and we expect folks to work autonomously towards priorities, and act for the good of the org.