Performance Management | Notion

Performance management comes down to one thing, Aligned incentives. This can be broken down to another three things:

Goal setting / OKRs
Continuous feedback (Feedback Mechanisms)
Formal performance reviews

Aligned incentives = OKRs + Feedback + Performance Reviews

Goal Setting / OKRs

Set clear goals
- Align on company objectives down to team & individual level; limit to 3-5 measurable KRs each.
Template:

Objective	Key Result 1	Key Result 2	Owner	Timeline
Improve user engagement	Increase daily active users by 20%	Achieve 30% adoption of new feature	Marketing Lead	Q3 2025

Feedback Mechanisms

Give clear feedback that are directly connected to the goals/OKRs.
- Schedule structured 1-on-1s weekly or bi-weekly
- Collect 360° input (peers, upward, self)
- Capture quick wins through real-time recognition (kudos, badges)

Performance Review

Have performance reviews 2-4 times a year.
It’s important provide compensation (salary, equity) for the feedback you provide. You should always connect salary discussion with performance reviews.
1. As well as connect salary & performance review with career development paths.

Template:

Section	Assessment (1–10)	Explanation	Plan of Action
Core Behaviour #1		e.g. “Demonstrates company value in practice”	e.g. “Shadow senior lead on client calls”
Core Behaviour #2
Core Behaviour #3
Technical Skill #1		e.g. “Delivers clean, documented code”	e.g. “Complete advanced Python course”
Technical Skill #2
Technical Skill #3