Principales

MUI aspires to nurture a high-performance culture where:

1. Leaders inspire and motivate the team.
   1. Have company Values that is relevant, real, and operational.
2. Employees feel empowered and engaged to work at their full potential.
3. Teams are built on a strong growth mindset.
   1. Structured recurring feedback Unleashing potential.
   2. Employee development conversations Unleashing potential.
4. Trust and psychological safety are essential to an organization's culture.

Performance management

Hiring efficacy

1. At the offer stage, the fit prediction score.
   • Data in https://docs.google.com/spreadsheets/d/1fe9_Nnya0YA84prCJPI9Kqn0mlT_kSGNtPUlsY1pRnM/edit?gid=1909456576#gid=1909456576
2. 30 days in, first-month feedback
   • ‣
3. 90 days in, hiring success survey.
   • The HiBob automation for the manager: ‣. It sends https://tally.so/forms/wdPkQK.
   • The Hibob automation for the new hire: ‣. It sends https://tally.so/forms/waGajb.
   • Data in https://docs.google.com/spreadsheets/d/1fe9_Nnya0YA84prCJPI9Kqn0mlT_kSGNtPUlsY1pRnM/edit?gid=1909456576#gid=1909456576
4. 110 days in, N+2 reviews with N+1 the data.
   • The HiBob automation: ‣
   • Guide: ‣

Benchmark

• https://newsletter.pragmaticengineer.com/p/is-big-tech-becoming-more-cutthroat
  • Microsoft's managers use an “Impact designator” or “multiplier” to identify top performers. Allowing for spending raises, a stock-limited budget.
  • Amazon has an annual internal target of 6% unregretted attrition (URA)
  • Netflix. We ask them to apply what we call the “keeper test” — asking, “if X wanted to leave, would I fight to keep them?” Or “knowing everything I know today, would I hire X again?” If the answer is no, we believe it’s fairer to everyone to part ways quickly.

For Managers