At Lifely, we've adopted the Dutch standard of two formal reviews per year. In addition, we've also introduced bi-weekly check-ins with your Lead.

Performance reviews.

The performance review is our most formal meeting at Lifely. You will meet in-person with Dan, Jesse and your Team Lead. During this review we will:

• Look back at your last year at Lifely; have you met the goals we set together? Please, prepare yourself for the following questions:
  • What results and achievements are you most proud of this year?
  • What is the biggest mistake you made in the past year, how have you learned from this and how have you made sure others won't step in the same puddle as you did?
  • Have you been a team player to your colleagues and in what manner have or haven't you been?
  • What thing that others could learn from do you want to keep doing next year?
  • What do you want to change about your approach to working at Lifely?
• We look ahead to the year to come. We will prepare goals for you to work on over the next twelve months and we expect you to do the same.
  • What does growth at Lifely mean for you and how can we best facilitate your growth?
  • Tell us the one or two talents (you've discovered) that you'll use to shine this year.
  • Next year, same seat, same conversation. What would you like to be different?
• We'll discuss your 360 feedback. Which four elements from this feedback are most valuable to you?
• We discuss your salary and what your increase in percentage will be.
  • Performed below expectations: 0% increase
  • Performed at or above expectations: between 4% and 6% increase
  • Performed exceptionally above expectations: 8% and 10% increase.

360° feedback.

Below is the 7-topic 360° feedback form to be used by your chosen reviewers. Each question encourages concrete examples and suggestions for improvement. The email template below is written from Lifely so you can send to whoever you wish on our behalf. Please adjust it to your needs.

Dear [Respondent]

We appreciate your time in offering feedback for [Name]. Your insights will help them reflect on their strengths, areas for growth, and ways to further contribute to the team.

We encourage you to include examples when possible, as they add valuable context. However, if no specific instance comes to mind, a general assessment and constructive suggestions are just as helpful.

Thank you for your thoughtful input!

Questions

1. Skills & Expertise

   1. How do you see [Name]’s skills and expertise in their role?

      If you have a specific example, feel free to share it.

   2. What’s one suggestion you have to help [Name] continue growing in this area?

2. Initiative & Follow-Through

   1. In your opinion, does [Name] take initiative and follow through on tasks?

      Any example you’d like to mention?

   2. What’s one way [Name] could build even more confidence in taking the lead?

3. Leadership

   1. How does [Name] support, motivate, or guide others on the team?

      If you’d like, share a brief example.

   2. What might help [Name] expand their positive influence even further?

4. Problem-Solving

   1. How would you rate [Name]’s approach to solving problems or overcoming challenges?

      Feel free to share an example if it’s helpful.

   2. What’s one suggestion to help them continue improving in this area?