Favor Delivery Company Culture & Values

Give us a snapshot of your performance review process. How often do they occur? Who is involved in the process?
At Favor, our performance review cycle includes two phases throughout the year. We conduct our annual 360-degree performance assessment in the spring and midyear check-ins in the fall.

In the spring, every team member at Favor is involved in the 360-degree performance assessment, including our executive team. During this time, team members participate in peer-to-peer feedback, upward manager feedback, self-reviews and manager-to-direct report feedback. To ensure equity and best practices across all teams throughout this process, we host training sessions for team members and leaders pre-review cycle along with calibration meetings post-review cycle. Additionally, people operations business partners work with our leaders during the calibration period to avoid any potential unconscious biases, reach collective alignment and advocate for the development of our team members.

In the fall, about six months after the 360-degree performance assessment, team members are empowered to lead midyear check-ins with their managers. This framework is a direct follow-up to the goals and areas of career development established in the spring.

How does your performance review process ladder up to your organization’s culture and/or mission?
One of the four core values at Favor is to “own your shit,” my personal favorite, and I find that it really speaks to the way we approach a culture of feedback and continuous improvement. Nothing changes if nothing changes, and we take that to heart with the way we’ve designed our performance assessment process. If we’re meant to stay authentic to all of our values (community first, good vibes, own your shit, keep running), we must have the courage to hold ourselves and each other accountable in a way that inspires us to keep growing. Opening ourselves up to multiple perspectives in the 360-degree framework, including feedback questions aligned with our core values and competencies, lets us paint a full picture of where everyone succeeds and where everyone can grow.

What kinds of positive results do you see from your performance review process?
The collaborative nature of our overall annual performance assessment offers us the ability to quickly and effectively provide developmental support to our team members and also allows us to advocate for career growth and movement in partnership with leaders. We’ve received the most positive feedback about our over-communication of resources, training, guidelines and timelines, but we balance that with an openness to feedback to help improve our process for the following year. A recent example of feedback we received was in regard to our timeline, as our review writing period stretches into March (spring break — a potential nightmare for family schedules).

When we started to hear about the strain our review timeline was putting on our team members in and outside of work, we made the decision to adjust our deadlines and timelines the following year to ensure that everybody had the energy to write and reflect without having to sacrifice family holidays or daycare schedules. Our goal is to always meet team members where they are and to evolve with the needs of the business so that everyone has the opportunity to succeed.