At Axelerant, we've realized that performance reviews are fundamentally broken, and the efforts to get them right are all in vain. Moving forward, we're recommitting ourselves to the following:

• Eliminating conflict of interest, like Compensation negatively affecting performance feedback.

• Ensuring role and career path clarity.

• Offering every team member Career Support for their unique Individual Development Plan.

• Providing a Safe Space.

• Recurring, relevant conversations between team members and managers.

• Recognizing and rewarding performance in multiple ways.

• Training and demonstrating how to best give and receive feedback.

And in return, we ask that team members:

• Embrace Our Purpose: Our organization's purpose is why we exist. When you set goals aligning with our purpose, your work will be meaningful and make a difference.

• Contribute To Our Mission: Our mission statement tells us what we want to accomplish. By connecting efforts to our mission, you contribute to Axelerant's success.

• Live Our Values: Our values shape our culture and decision-making. Practicing these each day helps create a shared and collaborative environment. 

• Be Visible:

  • Establish and Work Toward Goals: Individual Development Plan(IDP) is formed, and progress is shared transparently.

  • Practice Regular Check-Ins:

    • With reporting manager: Every four weeks to align expectations & outcomes including prioritization. The reporting manager may change according to the program or project duration. 

    • With your career manager: Every six weeks, meet with your career manager to discuss your career goals and opportunities for growth aligned with your IDP. These discussions could cover topics like your individual development plan, potential project assignments that suit your skills, and your progress in meeting the expectations of your role.

  • Seek regular feedback from relevant people.

  • Share their knowledge and be a mentor to others.

Individual Contributor Levels

Business Leaders Levels

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