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We built this template to help inspire & accelerate folks to a V1 of their own performance playbook. We’d encourage you to use this as a guide only, and to make sure that your own version reflect your own contextual approach to performance, 1:1s and performance recovery.

Useful? You should also:

🏕️ Join our Slack community! - Intentionally small (500), focused specifically on people people building between 10-1000 FTE in the startup/scale up space. Give & get help from the most relevant, generous HR folks out there

✨ Start using Open Org’s Workspace to plan, build & ship your work way faster. Build using AI that’s underpinned by resources from real people who have actually done your job before.

• Adam & John | Open Org :openorg-logo:

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Enabling Performance at [Company]

<aside> ℹ️ This page outlines guidance to our team members on how we approach performance at BetterCare, specifically:

This page outlines:

• What we mean by ‘Performance’
• How we measure & manage performance
• How we ensure performance conversations are a continuous practice
• How we support in recovering performance </aside>

Table of Contents

🤷‍♂️ What We Mean By Performance

When we say performance, we’re referring to how well someone delivers against the expectations set for their role.

Our responsibility is to make sure you:

• Have clarity on your job role, responsibility & accountabilities
• Have clarity on the goals & objectives that need to be met
• Have clarity on the behaviours expected of you whilst delivering on the above goals & objectives
• Have clarity at any given moment in time on how you are performing against expectations
• Have support from us & your manager if ever needed in recovering performance back to expected levels.

Your responsibility is to:

• Keep yourself accountable to your responsibilities & accountabilities
• Meet or exceed goals & objectives set
• Meet our high bar on cultural behaviours & expectations
• Be proactive in taking control of your own growth, development and performance improvement
• Seek help should you ever need it on maintaining or recovering performance

We believe that if both sides stay accountable to the above, we’ll have the foundations we need to build a high performance culture at [company]