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Performance Reviews

by Sabrina Wang (@sabrinawangzq), CEO coach at Mochary Method

Table of Contents

Mochary Method’s Perspective on Performance

Performance review structures can be time-consuming for your managers. There are many recommendations on how to set them up at a company with varying levels of effectiveness.

In this write-up, I’m documenting anonymized case studies of three companies we coach, and how they implemented performance reviews under the Mochary Method. You can read books and articles to become masters of people management frameworks, but it’s hard to know exactly what successful companies implemented and what they learned. That is one of Mochary Method’s unfair advantages: we get detailed information on what the fastest-growing companies (Coinbase, Plaid, Brex, Scale, Reddit, etc.). And we are working hard to share that with you.

Mochary Method has a philosophy of performance review is centered around frequent feedback in 1:1s. If your managers are giving clear feedback on a weekly to biweekly basis, it’ll be far more efficient than running quarterly performance review cycles. You’ll also see more incremental improvements from your employees.

❌ Problems with quarter performance review cycles

✅ What do you need to set it up?