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.

Progress reviews.

During your progress review, you'll discuss the goals set during your job interview or during your last performance review. This is your moment to shine and present your plan. If you're on schedule, that's great! Tell us how you're going to exceed expectations and, more importantly, tell us how we can help you do so. And if you're falling behind, tell us how you're going to get back on track and what help you could use to do so.

Performance reviews.

The performance review is our most formal meeting at Lifely. We've divided the team into a summer and a winter group. 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?
  • How are you going to contribute to Solve for good this year?
• 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 8% increase
  • Performed exceptionally above expectations: 12% increase.

360 feedback.

In preparation for your performance review, you'll be asked to perform a 360 feedback evaluation. Everyone is responsible to ask two colleagues to fill in their 360 review forms. You'll be given feedback and be rated on eight different competencies.

Ask for feedback: your Competence Lead will provide feedback, please also request two of your colleagues to fill in your form at least one week before your review is scheduled.

Give feedback: share your honest thoughts, a tip and a top. :) Each team member can only be asked to review two others to spread the load of giving 360 feedback.