<aside> 📢 For information regarding:
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✏️ Remote Performance Management Training
Performance assessment is a continuous process throughout a team member's journey here at Remote. In addition to being fairly compensated, we want all Remoters to be successful and aim to give everyone the opportunity to work in an effective, inclusive, and productive way, specifically within our 💎 Values. The purpose of feedback and performance discussions at Remote is to motivate and empower the person.
To achieve this goal, we have put in place Bi-Annual Performance Reviews and Quarterly Feedback Sessions. These allow for guided conversations between managers and their reports at regular intervals. These are opportunities to discuss team-related specifics, feedback, individual experiences, work/life balance, career goals, and overall satisfaction. There is a lot that can be covered during these conversations. This page outlines the process, expectations and general guidance for these sessions.
It's an incredible path we are building, to see a team member's progression, visually, as we participate and complete more of these sessions. Performance Reviews & Feedback Sessions should be a safe space for both parties.
For questions, please read our handy Performance Review FAQ, and if you still need clarification, feel free to ping the #people-help slack channel or reach out to our People Partner Team to speak 1:1.
Really important: when you are reading your performance review, do so at a time when you are not feeling rushed and when you have time to process the feedback and have time to reflect. Sometimes reflecting/ processing over one or two days really helps to consider feedback in a more meaningful way, before immediately responding back 💜
<aside> ✨ Our next Bi-Annual Performance Review will be held from May 9th, 2022, with a completion due date of June 1st, 2022. This review is open to anyone who started on or before February 9th, 2022.
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At Remote, we have four feedback sessions and two performance reviews per calendar year:
Q1: February - Quarterly Feedback (this instills our culture of transparent and regular feedback)
Q2: May - Bi-annual Performance Review, (Compensation Market Check-in to follow)
Q3: July - Quarterly Feedback (this instills our culture of transparent and regular feedback)
Q4: October - Bi-annual Performance Review, (Compensation Review to follow)
❗ Be mindful of Belonging: DEI - Belonging: Diversity, Equity, and Inclusion are crucial throughout feedback and performance discussions. Focus on the individual's role expectations, including alignment to Remote's values. Feedback should not be centered around personal or cultural differences. If you have any questions or concerns on how to approach a topic with another, please reach out to our Director of People Enablement or our VP of People.