Frequency

Every 3 months. We prefer quick frequent feedback over delayed one.

When

When to have the feedback session (the work has to start beforehand to prepare it):

Start	Cycles
Q4: January 15th	Quarterly feedback + Bi-annual performance review
Q1: April 15th	Quarterly feedback
Q2: July 15th	Quarterly feedback + Bi-annual performance review
Q3: October 15th	Quarterly feedback

Who

Everyone with a tenure of >3 months.

Why

While we thrive to give continuous feedback, e.g. during the recurring one-on-ones, this cadence is meant to solve problems that continuous feedback can’t:

Retrospective: we are looking back at a large number of data points to identify patterns and future opportunities.
Reserved time: it’s a false safe in case we don't do enough continuous feedback.

At MUI, we aim to spend our time with:

40% on the KPIs
40% on the OKRs
20% on personal objectives ⬅️

See ‣ for more.

Quarterly feedback: How

This document describes how we run performance feedback. The end goal is to unleash your potential. This is a one-on-one event done between managers and reports. It works as follows for the person conducting the performance feedback:

Self-review