Overall Philosophy:

At Filmhub, we believe in transparency and meritocracy around performance evaluation. We believe you are the drivers of your success and on what timeline. We are here as your partners to provide the platform to empower your growth.

Monthly 1:1 Performance Discussions for Continuous Development

• Regular one-on-one meetings between team members and managers provide ongoing opportunities to discuss progress, challenges, and goals.
• We encourage feedback to be given at the moment (both ways), making it more actionable and meaningful.
• The focus is on building skills, addressing roadblocks, and identifying opportunities for learning and advancement.
• Your manager can determine at any given time that you have been promoted to a new level. At that point, your salary is adjusted in real-time.
• Performance discussions are a collaboration, not a bottom-up or top-down thing. It is essential that both the manager and the direct report come prepared for the performance discussion, ready to discuss what the person is excelling at, where they are falling short, and to what extent they are meeting set expectations.

With this continuous and open dialog, we aim to ensure that no team member is ever unsure of their performance or how to unlock the next level of their hopefully long and rewarding career here at FilmHub.

Here is an example of a typical cadence for 1:1’s at Filmhub:

🗨️ Weekly 1:1s: Operating review sessions on operating metrics and project reviews/updates.

✍🏻 Monthly 1:1s: Career growth discussions via ongoing written document. Dedicated time for managers and team members to review career goals, progress on feedback from the following monthly session, any changes in career goals of the IC, and written feedback on what to work on for next month’s review session. Written feedback can be sent post-meeting to keep meetings more open and conversational and to provide clarity.

How is performance connected to salaries?

We want to ensure that we always reward high or outstanding performance, and performance will always be a significant factor when determining salary levels and raises.

Remember, there is no direct formula for how performance is connected to salaries. We wanted to avoid putting people on a scale or assigning numbers to performance, so we don’t have a formula that says, “Your performance has been 3.5 out of 5, so you get XY salary”. Instead, leaders are responsible for assessing the performance of their team members and suggesting salary changes based on it.

For this to happen, we need all leaders to have a good overview of their team members’ individual performance. The best way to do that is to keep track of performance talks so you always have a place to look back to for data.