How do we evaluate people

At Prezly we do not count the hours you're behind a screen, neither to we count your personal time off. We think that's silly, putting hours in, doesn't mean you're creating value for the company and vice versa.

We're always focussed on the value that you're creating, how that value is translated into the objectives of your team and company.

To make sure we're on the same page when we're looking at value creating, we're using the OKR system (Objective - Key Result). An OKR is an Objective which can be assigned to a person, team or company. And an Objective can be broad and fluffy, because within each Objective you will need to define multiple Key Results. A Key Results is something which is clearly measurable, allowing you to keep track of your progress.

One of the founders or your direct report will create those OKRs with you in the first weeks of you getting started. A good personal OKR is directly linked to your teams' OKRs, team OKRs should be translatable into company Objectives and Key Results. Personal OKRs will be evaluated during checkins (monthly) and should be refined and updated on a quartely basis. It's perfectly possible to have short term OKRs (achievable in a month or quarter) living next to long term OKRs (achievable in a year or longer).

As a team member, you will be defining and deciding on your own OKRs, your manager will just guide you, making sure they translate to team and company OKRs. So OKRs is a joint decision, both of you (team member and manager) will need to be able to commit to your OKRs. Progress on OKRs is what we see as creating value for the company, so most of your actions and work should somehow be related to an OKR.

If you get a task which is not related to an OKR, it's your job to challenge this. Or a new OKR needs to be defined, or the task is not essential.

At Prezly, all of this is managed in Intuo . Make sure you have an account and your OKRs are defined.