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Growth, Performances & Raises

The performance and growth of our team, and our company, is mostly organized through 2 mechanisms;

  • Objectives and Key Results (OKRs)1 are reviewed quarterly. They’re a tool to set concrete targets for team members and align their objectives with those of the organization.
  • Performance reviews happen every 6 months. They focus on the work performance of employees and directly impact raises, bonuses & promotions .


Objectives and Key Results (OKRs) help plan and measure objectives for teams and their members:

  • Objectives define goals to be reached. We usually pick up to 3 objectives. These objectives are supposed to be ambitious and slightly out of reach.
  • Key results define concrete milestones to reach objectives. We have 3 to 5 of them for each objective and ensure they are measurable outcomes (as opposed to activities).

OKRs are public across the organization and both objectives and key results should follow the S.M.A.R.T. criteria2.

Here’s what an OKR could look like for a marketing team;

Objective: Increase social media engagement by 35%

  • Key Result 1: Research and identify 3 most popular social media sites among 2 new target audiences and develop engagement strategy by September 1
  • Key Result 2: Identify & engage 30 Instagram influencers in our industry
  • Key Result 3: Respond to new Facebook comments within 3 hours
  • Key Result 4: Increase number of followers on Facebook & Twitter by 20%

Performance reviews

We run 1-on-1 performance reviews every 6 months, between team members and their direct leader. We usually cover the following;

  • Past performance; we go over the previous 6 months, review the work that has been done and the achievements that came out of it.
  • OKR review; we take a look at the progress that was made against the individual’s OKR (and may make recommendations for adjustments based on the performance of the team and organization).
  • Employee feedback; we gather feedback directly from the individual and try to identify issues or support he may be lacking.

1: You can find OKRs for the entire organization on Google Docs.

2: SMART is an acronym that represents a framework for creating effective goals. It stands for five elements your goals should have: Specific, Measurable, Aspirational, Relevant, Timed.