Performance & Retention Checklist

Objective: Build a high-output global team that doesn’t just perform — they stay, grow, and compound in value over time.

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1. Run 30/60/90 Performance Reviews — Or Risk Churn

“If you don’t set expectations, you don’t get results. If you don’t check in, you lose your top talent silently.”

From Day 1, every hire should have a 30/60/90 plan — not just for onboarding, but for performance delivery: • 30 Days → Aligned on role, ramped into systems, producing first visible wins • 60 Days → Ownership over tasks, confident async operator • 90 Days → Delivering measurable outcomes tied to KPIs

Elite Move: Set a 90-day score — 1 to 5 — that feeds into retention reviews and comp planning inside Deel/Multiplier.

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2. Set Quarterly Performance Loops

“Momentum fades without milestones.”

Every quarter, lock in a tight performance rhythm: • KPI check-in: Review 1–3 key outcomes for role → impact, not activity • Team pulse: Run a short async self-review → wins, blockers, growth areas • Manager review: Give async + live feedback, aligned with cultural values • New targets: Refresh for the next 90 days — now they’re not onboarding, they’re building

Use your Notion performance tracker + sync it to a feedback loop inside Slack or GSheets.

Results compound. Performance systems prevent drift.

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3. Build Feedback Into the Culture (Not Just Reviews)

“Retention starts with safety. Feedback creates clarity.”