Principales

MUI aspires to nurture a high-performance culture where:

1. Leaders inspire and motivate the team.
   1. Have company Values (/ behaviors) 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 central to organizational culture.

Performance management

Hiring efficacy

1. At the offer stage, fit prediction score.

   Data in https://docs.google.com/spreadsheets/d/1fe9_Nnya0YA84prCJPI9Kqn0mlT_kSGNtPUlsY1pRnM/edit?gid=1909456576#gid=1909456576

2. 90 days in, hiring success survey.

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   Data in https://docs.google.com/spreadsheets/d/1fe9_Nnya0YA84prCJPI9Kqn0mlT_kSGNtPUlsY1pRnM/edit?gid=1909456576#gid=1909456576

3. 110 days in, N+2 reviews with N+1 the data.

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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 to spend raises, 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