Incrementally Improving Performance
summary
Yearly performance cycles are replaced by monthly themed check-ins: 30‑minute, pre‑filled manager and employee questions that create bite‑sized feedback and course corrections and then roll up into a short six‑month record. Career expectations use growth frameworks and visible career maps; team alignment uses charters and quarterly health‑checks. Recognition runs through a values bot in Slack. Tools run on Google Sheets for years then move to Lattice; engineering is ~40 people in a ~400‑person company. Result: faster feedback, clearer coaching, shorter reviews, and actionable improvements (eg. tooling investments surfaced).
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chapters (13)
- 0:00Introduction
- 0:33Performance reviews
- 8:50Motivation
- 13:01Intrinsic Motivation
- 13:31Moving motivators
- 14:46Setting clear expectations
- 17:19How people are growing
- 22:46Opportunities
- 24:00Checkins
- 28:24Advantages
- 29:56The Team
- 37:53Culture
- 42:03HR
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