Inspiration gallery

Performance inspiration

Performance Cookbook

A curated selection of performance practices from companies that publish how they run cadence, ratings, manager remits, feedback, and consequences.

About this cookbook

What's this?

A pick-and-mix gallery of performance practices from companies that publish how they run cadence, ratings, manager remits, feedback, and consequences.

How to use

1Browse by theme with the chapter nav, or scroll the full cookbook.
2Open live examples from the companies that published them, then remix what fits your cycle and culture.

Need a handbook spine?

These ingredients sit well next to a clear manager handbook and progression story so ratings are not invented mid-cycle. Compensation Philosophy.

With thanks

Shoutout to the companies whose open culture stance lets the rest of us learn.

Ashby

Doist

Fyxer

Harvey AI

Juro

Monzo

PostHog

Sourcegraph

How often performance shows up

Cadence

Compressed sprints, monthly signals, and continuous keeper tests instead of once-a-year theatre.

Doist

48-hour performance sprint: compressed from six weeks

Compressed cycleSprint

View live example

Fyxer

Monthly 1-3 score plus one line of comment, fed to a leadership dashboard

MonthlyLeadership dashboardCommunity sourced

Example link unavailable

Juro

Monthly OILS checks tied to 1:1s, AI synthesises into leadership insights

MonthlyAI synthesis

View live example

PostHog

Keeper test via Slack throughout the year: not saved for annual review

Keeper testContinuous

View live example

The scales people live inside

Ratings and frameworks

Open progression frameworks, deliberate scale design, and scoring systems with clear meaning.

Monzo

Five dimensions, six levels with sub-levels A-E, open-sourced on GitHub

Progression frameworkOpen sourced

View live example

Sourcegraph

IC1-6 and M3-6 parallel tracks, evidence-based not time-based promotions

Dual trackEvidence-based

View live example

Doist

4-point scale deliberately replacing 5-point to remove the cop-out middle

View live example

Fyxer

1-2-3 scoring: 1 = PIP, two consecutive 1s = exit

Simple scaleCommunity sourced

Example link unavailable

What managers own in the cycle

Manager role

Narrow remits, pre-calibration, and protected deep work as part of how performance is run.

PostHog

Manager remit is radically narrow: explicitly not responsible for comp, tasks, or approval

View live example

Doist

Pre-calibration sessions before the cycle opens: framework not peer comparison

Pre-calibration

View live example

Ashby

36 hours of focused work in a 40-hour week: measured and protected

Deep workProtected time

View live example

How truth travels

Feedback culture

Named frameworks, onboarding for feedback skills, and structural 360s rather than aspirational ones.

Juro

OILS framework: Observation, Impact, Listen, Suggest, plus OILSmith Claude tool

View live example

Doist

Feedback compass built and baked into onboarding before any sprint launched

Feedback skillsOnboarding

View live example

PostHog

360 feedback at offsites: transparency structural not aspirational

360 feedbackOffsites

View live example

What ratings actually mean

Consequences

Clear outcomes for low scores, keeper tests, and the link between performance and pay.

Fyxer

Explicit consequence framework: 1 = PIP, two 1s = exit

PIPExit criteriaCommunity sourced

Example link unavailable

PostHog

Keeper test: would I fight to keep this person?

View live example

Doist

Merit increases decoupled from underperformance: no increases for rating 1 or 2

Merit increases

View live example

Harvey AI

Re-earn your role every six months as the company evolves

View live example

More open resources

Other free templates and diagnostics from Open Org.

Want help remixing these into your performance approach?

Build a performance plan with AI

Bring your stage and constraints, then draft a cadence-to-consequences plan inspired by the ingredients above.

Performance Cookbook by Open Org. Contribute a practice at hello@openorg.fyi.