Your Performance
Performance is a continuous conversation
Cultivating a high-performing culture: clarity, candor, growth and impact — not a once-a-year event.
The model
What performance looks like here
3+1 Stretch Goals
Business outcomes, KPIs and measurable impact.
Cultural Behaviours
How you show up, collaborate, and lead — measured against our Cultural Behaviours. For managers and leaders, Leadership Behaviours are an added lens.
High Performance
The combination of the WHAT and the HOW.
In practice
How it works
Set & align on goals
The manager cascades their goals; employee and manager align on the employee’s 2-3 business & 1-2 personal development goals — the WHAT in action.
- Goals set in Q1 each year.
- Adjust as required during check-ins and/or quarterly reviews.
- Both business goals and personal development.
- Ambitious and achievable — not a task-list.
Growth check-ins
You own your growth — actively seeking feedback, stretch experiences and coaching. Your manager is your active partner.
- Regular check-ins throughout the year.
- Deliberate reflection at least once a quarter.
- Bi-annual career development conversation.
- You bring the agenda — manager supports it.
Ongoing feedback
Manager and employee provide each other with ongoing, constructive feedback grounded in evidence — not just at review time.
- Ideally in the moment, or next best time.
- Grounded in observed evidence.
- Both directions — manager and employee.
- Focus on impact (What) + behaviour (How).
Rhythm