Greenlight Guru Company Culture & Values

Give us a snapshot of your performance review process. How often do they occur, and who is involved in the process?

At Greenlight Guru, every employee has one formal performance review each year. Our review process happens twice a year, with employees placed into one of two cycles based on their work anniversary. We use a 360-degree review model that consists of a self-assessment, manager feedback, input from multiple peers and feedback from direct reports for those in leadership roles. We’ve found that this 360-degree approach gives each employee a truly well-rounded picture of their impact and areas for development. 

After feedback is collected, the employee’s manager summarizes it all into a formal review, which is then shared and discussed with the employee during a dedicated performance review conversation. Prior to these conversations, the manager first connects with the next-level manager to discuss the review and ratings. This step is key as it not only ensures fairness and alignment across the company but also provides further suggestions for development opportunities and career paths. While the formal review only takes place once a year, we actively encourage and train our managers to have regular performance conversations throughout the year.

How does your performance review process ladder up to Greenlight Guru’s culture and/or mission?

We’ve worked hard to ensure our performance review process is directly tied to our company’s culture and mission. By incorporating questions around how well our core values are being demonstrated, we ensure that reviews go beyond simply evaluating results but also recognize how employees achieve them. This focus on behavior reinforces that the way employees achieve their results is just as important as what they achieve. It provides a consistent framework for feedback, strengthens accountability and helps employees connect their daily contributions to our larger purpose.

What kinds of positive results do you see from your performance review process?

One of the positive outcomes of our performance review process is that it helps employees connect their feedback and growth opportunities to tangible resources. At Greenlight Guru, every employee receives a professional development stipend, and the review conversations are a great way for them to gain clarity on how to use those funds best. Whether it’s pursuing a course, attending a conference or finding another resource that supports their career path, the review process gives employees direction and confidence in choosing the development opportunities that fit their individual goals. We also ask “Start, Stop, Continue” questions in our review, both about managers and about Greenlight Guru as a whole. It’s a simple but powerful way to get candid, actionable feedback that helps us strengthen leadership, improve processes and double down on what’s working. They’ve been especially valuable in surfacing ideas and perspectives that might not come up in day-to-day conversations.