Performance reviews at Givebutter are designed to provide feedback, recognize contributions, support employee growth, and ensure alignment on expectations.
Performance is evaluated using a combination of:
Our review process is intended to support ongoing development rather than serve as a once- or twice-a-year conversation. Employees are encouraged to discuss performance, career growth, and development regularly with their managers throughout the year.
Givebutter conducts two formal review cycles each year:
Winter Performance Review Cycle
Our winter review cycle typically begins in early Q1.
During this cycle, employees complete a self-assessment and managers complete a formal performance evaluation meant to look back at the previous year wholistically. Review conversations focus on accomplishments, areas for growth, competency development, career progression, and future goals.
Fall 360 Review Cycle
Our end-of-summer review cycle typically takes place toward the end of Q2 and beginning of Q3.
This cycle incorporates feedback from peers, cross-functional partners, and managers to provide employees with a broader view of their strengths, growth opportunities, and overall impact across the organization.
The People team may adjust review formats, timelines, or assessment questions as needed to support company needs.
Givebutter uses a phrase-based rating scale designed to create meaningful conversations around performance rather than focusing solely on numerical scores.