RapDev Company Culture & Values

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

We have very intentionally decided not to implement formal performance reviews. Instead, we ask our managers to provide consistent feedback throughout the year so that their team members always know where they stand and what they need to work on. As we’ve grown, we’ve formalized expectations by role and level into competency matrices so that all employees are held to consistent and transparent standards, and managers feel well-equipped to have development conversations. We also provide our managers with regular training on how to have productive one-on-ones and difficult conversations.

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

We designed our approach to performance management to reflect our low-bureaucracy, high-transparency culture. We expect direct, real-time feedback and accountability within our teams, just as we expect direct communication and accountability in our work with our customers. We strive to create an environment where managers can focus on coaching and team members can focus on problem-solving and building their skills without burdensome paperwork or waiting for an annual review.

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

Our employees love not being constrained by a rigid structure and timeline for feedback. They can learn and improve in real time and course correct before issues or frustrations grow. It’s a win for employees, colleagues and customers. 

There are also no limits on how fast careers can progress. If a team member demonstrates that they’re operating at the next level in our competency matrix, we will recognize that achievement and promote them at any point in the year or their tenure.