What this page is for
This page explains how performance, development, and role growth work in practice, and complements People Policies.
What you should do
- Align on priorities and outcomes with your manager.
- Attend regular check-ins and bring concrete progress/blockers.
- Ask for feedback early and give feedback constructively.
- Use available learning support to build role-relevant capability.
- Track impact and scope changes when discussing role growth.
Who owns or approves it
Managers own day-to-day coaching. Leadership and founders own calibration, progression criteria, and process fairness.
Where to go in the tool stack
- Performance/goal tool (if used) for priorities and review notes
- Calendar and docs for 1:1 preparation and follow-up
- HR systems for formal development program records
What happens if something goes wrong
If expectations feel unclear or inconsistent, ask for written criteria and examples. Escalate unresolved concerns to your manager and founders.