|The Prosperity Project - Menlo's Levels Board
Background: Menlo’s employee feedback and promotion process is run by the team, reinforcing the company’s cultural intentions of joy, collaboration, and collective ownership. Menlonians decide who gets hired, promoted, or fired. As a team, it is our responsibility to evaluate the “appropriate level” for each team member, give them actionable feedback on how to grow and help them along on this journey.
The Problem: Two problems have actually emerged: One, when we switched to remote work, away from our open office environment, it became more difficult to observe team members’ performance. And two, determining the right pay level for an employee - a challenge pre-pandemic/remote work - became amplified. Not only did the expectations change for performance, but this less defined process was difficult to follow when we were remote.
The Experiment: We have made several attempts at improving our level evaluations and feedback process over the years. This time, we looked to our well-understood Menlo systems, and we created an internal project called “Prosperity” to tackle these problems. (The story behind how the project got its name is a tale in and of itself that we will reserve for another day.) The Prosperity team created a standard set of story cards that map out the steps that should be used when conducting a level review. We have so far run level reviews for five team members using the Prosperity process. The results have been wonderful so far.
We are holding a free virtual lunch panel discussion on the Prosperity Project on December 10, 2021. Drop your email here and we’ll let you know when registration opens!