Every 3 months. We prefer quick frequent feedback over delayed one.
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 | 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 | Quarterly feedback | | | |
Usually, we leave:
Everyone with a tenure of >3 months.
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:
At MUI, we aim to spend our time with: