Growth Reviews are our structured way of creating meaningful conversations about development and performance. We believe you deserve to always know where you stand, what's expected of you, and how your manager actually sees your work, not as an afterthought, but as something we make time for, twice a year, on purpose. Based off that, set growth opportunities for yourself that you will review during 1:1's throughout the year with your manager.

You can't set a credible plan for where you're going without first being honest about where you actually stand, so we start by looking back. But that's the setup, not the point: most of the conversation, and all of what it's for, is what's ahead, your growth, your role, and where you want to take it.

Why Growth Reviews

A Growth Review gives you and your manager a dedicated moment to:

• Celebrate what's going well. Take time to recognise achievements and strengths.
• Identify growth opportunities. Find areas where you can learn, develop existing or new skills, or take on new challenges.
• Align expectations. Make sure you and your manager are on the same page about your role, responsibilities, and future direction, so effort doesn't get spent on the wrong things between now and the next one.
• Contribute to our bigger picture. By sharing your reflections, you help leadership understand how we're doing as a team and what support we need to reach our mission and goals.

In short: Growth Reviews exist to support your personal development, your career journey, and our success as a company.

What to expect

The process runs through Culture Amp and has four steps.

1. Feedback for your manager. Each autumn, you give feedback on how your manager is doing to help your manager understand their strengths and areas for improvement. Your voice matters in shaping how you work together.
2. Self-reflection. You start your Growth Review preparation by reflecting on your own performance: what went well, what was challenging, and where you want to grow next. This is your chance to take ownership of your development journey.
3. Manager review. Your manager reflects on your contributions, both what's working well and what needs to improve, giving you their perspective to compare with your own.
4. The Growth Review conversation. You and your manager meet for a dedicated conversation. Together, you celebrate wins, discuss areas for development, and agree on next steps for your growth and alignment. This is not a compensation conversation, that happens separately, later in the year.

Growth Reviews run twice a year

Autumn is the deep version: self-reflection, upward feedback, and a full Manager Review. Spring is lighter, a mid-year check-in that reconnects you and your manager with the growth areas from autumn rather than starting over.

The point of running both is that growth areas can go stale. Your 1:1s keep them alive, and the Growth Reviews twice a year create space to properly step back and check whether what you agreed on is still the right focus, whether your role, or you, have moved on.

The Ticket and the Five Cs

Alongside your goals, both your self-reflection and your manager's review ask you to reflect on the Ticket and the Five Cs, not just what you delivered, but how you got there.