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Every quarter, your performance is formally evaluated based on how well you've achieved your quarterly goals and key results. This is different from your self-assessment—this review directly impacts your official performance evaluation and helps determine your overall contribution to OXO's success.

What is the Quarterly Goal Review?

A quarterly goal review is a formal performance evaluation where your manager assesses how well you've accomplished the specific goals and key results that were set for you at the beginning of the quarter. Unlike the self-assessment (which is primarily for development), this review becomes part of your official performance record.

Think of it this way: your quarterly self-assessment is like practicing for a test—it helps you learn and improve. Your quarterly goal review is like the actual test—it measures your results and counts toward your overall grade.

Who Does This Apply To?

Quarterly goal reviews are conducted for all staff at OXO, regardless of position level or department. Everyone has quarterly goals, and everyone is evaluated on their achievement.

When Does It Happen?

Your quarterly goal review takes place during specific windows each quarter:

• Quarter 1: 01-10 April
• Quarter 2: 01-10 July
• Quarter 3: 01-10 October
• Quarter 4: 01-10 January

These reviews happen shortly after each quarter ends, giving you and your manager time to evaluate the completed quarter's performance with a complete picture.

What Gets Evaluated?

Your quarterly goal review focuses on two main areas:

1. Quarterly Goals

These are the specific objectives you committed to achieving during the quarter. They're typically aligned with your role responsibilities and OXO's broader priorities.

Example: "Launch new tenant onboarding process by end of Q2" or "Complete certification in property management software by March 31"

2. Key Results

These are the measurable outcomes that demonstrate whether you've achieved your goals. They answer the question: "How will we know you succeeded?"

Example: If your goal was to improve tenant satisfaction, your key results might include "Achieve 90% positive feedback score on tenant surveys" and "Reduce response time to tenant requests to under 24 hours"

How Does It Work?

The quarterly goal review process follows these steps:

• Step 1: Goal Setting - At the start of each quarter, you and your manager agree on 3-5 clear goals and their key results
• Step 2: Tracking Progress - Throughout the quarter, you work toward your goals and track your progress
• Step 3: Review Meeting - During the review window, your manager evaluates your performance against each goal
• Step 4: Rating - Your achievement is typically rated on a scale
• Step 5: Documentation - The results are documented in your official performance record
• Step 6: Next Quarter Planning - Based on your results, you set goals for the upcoming quarter

What Makes This "Official"?

Your quarterly goal review is included in your official performance evaluation. This means:

• The results are documented in your permanent employee record
• Your quarterly scores contribute to your annual performance rating
• Strong performance may lead to recognition, bonuses (if applicable), or advancement opportunities
• Consistent underperformance may result in a performance improvement plan
• These reviews can impact decisions about promotions, salary increases, and career development

How This Differs from Self-Assessment

It's important to understand how the quarterly goal review differs from your quarterly self-assessment:

Tips for Success in Your Goal Review

Here's how to set yourself up for a strong quarterly goal review:

• Set clear goals at the start: Make sure you fully understand your goals and key results from day one of the quarter
• Document your progress: Keep records of your achievements, metrics, and completed tasks throughout the quarter
• Communicate proactively: If you're struggling to meet a goal, talk to your manager early—don't wait until the review
• Ask for help when needed: If you need resources, training, or support to achieve your goals, speak up
• Track your metrics: If your key results include numbers (sales, completion rates, satisfaction scores), monitor them regularly
• Prepare for your review meeting: Come ready to discuss what you achieved, what challenges you faced, and what you learned
• Focus on impact: Show not just what you did, but how it contributed to the team or company

What Happens During the Review Meeting?

Your manager will sit down with you to discuss your performance for the quarter. During this meeting:

• You'll review each goal and its associated key results
• Your manager will share their evaluation and rating for each goal
• You can provide context, share challenges you faced, and highlight achievements
• You'll discuss what went well and what could be improved
• Together, you'll identify lessons learned and how to apply them going forward
• You'll begin planning goals for the next quarter

Ratings and What They Mean

Your goals will typically be rated on a performance scale. While the exact scale may vary, here's a general guide:

• Exceeded Expectations: You went above and beyond your goals, delivering exceptional results
• Met Expectations: You successfully achieved your goals and key results as planned
• Partially Met Expectations: You made progress but didn't fully achieve all goals or key results
• Did Not Meet Expectations: You fell significantly short of your goals

Don't be discouraged if you don't always "exceed" expectations—consistently "meeting" your goals means you're performing well and contributing effectively to OXO.

What If You Don't Meet Your Goals?

If you don't achieve your quarterly goals, it's not the end of the world. Here's what typically happens:

• Your manager will discuss the reasons why goals weren't met
• Together, you'll identify obstacles and what support you need
• You may adjust your approach or goals for the next quarter
• If this becomes a pattern, your manager will work with you on a performance improvement plan
• One difficult quarter doesn't define your career—what matters is how you respond and improve

Using Your Review to Grow

Your quarterly goal review isn't just about being evaluated—it's an opportunity to learn and develop. After each review:

• Reflect on what strategies worked well for you
• Identify skills or knowledge gaps that held you back
• Seek out training or mentorship to address those gaps
• Set more effective goals for the next quarter based on what you learned
• Celebrate your wins and use them as motivation

Remember: The quarterly goal review is a formal evaluation, but it's also a tool to help you succeed. Clear goals, regular feedback, and quarterly check-ins ensure you're always aware of where you stand and how you can improve. Treat each quarter as a fresh opportunity to demonstrate your value, learn from experience, and grow in your role at OXO.