Over the course of the conversation, Julie describes some of the key initiatives she has helped launch toward building high-performing teams. Some of these strategies include:
1. Making sure that all your values and principles are actually lived. This even informs performance reviews.
2. Job-swapping helps team members understand each others’ roles.
“I think a lot of people learned a lot about themselves during the transition to remote work.” – Julie Starovoitova
Julie also shares how PaperCut’s performance review questions reflect a desire to build high-performing teams.
The four questions for a PaperCut performance review (adopted from Deloitte):
- General performance and cultural fitness
- Performance around values and principles
- Risk of low-performance question
- If at risk of leaving, what should be done to keep them.
“Try to minimize subjectivity as much as possible.” – Anthony Sapountzis
- Controlling growing teams.
- Successes in transitioning to a remote work platform.
- Seeing team members adapt to working from home.
- What high-performing culture means?
- Investing in teams!
- “Anyone can talk to anyone” as a principle.
- Real-life scenarios vs abstract performance reviews.
- Codifying the essence of your business.