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 | Self and peer reviews | Manager reviews | Feedback meeting | | --- | --- | --- | --- | --- | | Q4: January 15th | Quarterly feedback + Bi-annual performance review | January 15th → January 24th | January 24th → January 31th | February 3rd → February 7th | | Q1: April 15th | (On hold) Quarterly feedback | | | | | Q2: July 15th | Quarterly feedback + Bi-annual performance review | July 15th → July 25th | July 28th → August 1st | August 4th → August 8th | | Q3: October 15th | (On hold) Quarterly feedback | | | |

Usually, we leave:

• 8 working days for the self and peer reviews
• 5 working days for the Manager reviews
• 5 working days for the feedback meetings

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 ⬅️