We are what we repeatedly do. Excellence is not an act, but a habit. ~ Will Durant, The Story of Philosophy (paraphrasing Aristotle) 📖

We want to build a high-performing team to ensure Juro grows rapidly and sustainably. To do that, we must define what good looks like at Juro, then measure it objectively and repeatedly.

This page outlines what performance means at Juro and how we measure it in our performance retro process.

Summary

Every 6 months (Jan and July), your manager grades your previous performance by giving you two scores (from 1 = underperforming to 5 = outperforming) along two performance axes.

Score of 1-5 for each axis:

1️⃣ Impact (measured via quarterly targets)

2️⃣ Skills (measured via Career framework)

You receive your two scores as part of the 360º performance retro cycle that ends with a 1h session with your manager.

Read more:

‣ (🚧 WIP)

Both scores place you on a performance grid that gives you a snapshot of how you did that last quarter at Juro. Your manager uses this information as input for your career development at Juro.

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🌐 Performance snapshot

High performance does not equal a promotion/raise. Low performance does not equal a performance recovery plan.

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‣

Performance axes

<aside> ➕ Performance = what you achieve ****(impact) * how you achieve it ****(skills)

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Your manager gives you two scores (1-5) every time, each along one axis of performance:

1. the ‘what’ axis: i.e. what impact you made
2. the ‘how’ axis: i.e. how you demonstrated your skills