Why do we have this?
Expectations at Juro are high — and that’s a good thing. To meet them, we need to hold ourselves and each other to account.
This playbook exists to make that possible: it brings clarity to how we define performance, how we talk about it, and how we support each other to raise the bar.
Table of contents
Who does what?
| Driver | Gives continuous feedback and sets future goals | Managers |
|---|---|---|
| Approver | Sets targets + decides what goes into the performance playbook | ELT |
| Contributor(s) | Gives input on performance management as needed | P&T |
| Informed | Receives feedback + self-reflects; gives upward/peer feedback | Jurors |
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**Performance =**
how consistently you meet or raise our (high) expectations, across 3 dimensions.
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We articulate our expectations across 3 dimensions:
| Dimension | This covers… | Ask yourself: |
|---|---|---|
| Results | Your ability to deliver high-quality work against goals, OKRs, or team priorities. | → What targets have you met (quota, roadmap, OKRs etc.)? |
| → How fast + reliably do you deliver, and what’s the quality? | ||
| Skills | The human + technical capabilities that help you succeed in your role, as outlined in ‣ (JDs). | → How well do you fulfil the mission and responsibilities in your JD? |
| Culture | The way you live our ‣, and positively contribute to the team and company. | → How did you observably demonstrate our valued behaviours in your work or with your team? |
Throughout your time at Juro, you will move between 3 states:
| State | That means… | On average, we expect that: |
|---|---|---|
| ⭐ Above & beyond | You consistently exceed expectations and create impact beyond your core job, in ways that raise the bar for others. | ~5-10% of Jurors are in this state at any given time |
| 🟢 Right on track | You reliably meet + sometimes exceed our (high) expectations. | |
| ~80-85% of Jurors are in this state at any given time | ||
| 🔶 Let’s adjust | You’re not meeting some expectations + should course-correct; this is a chance to realign and reset. | ~10% of Jurors are in this state at any given time |
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How do you set targets?
Juro’s executive leadership team (ELT; see ‣) sets our strategy every 6 months as part of the ‣.
That plan is further broken down into team-level goals, such as 6-monthly roadmaps (PDE, People & Talent) and monthly/quarterly quotas (GTM).
This way, every Juror and team knows what they are expected to deliver.
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