Pave wanted their performance reviews to feel as thoughtful and impactful as their compensation philosophy. Early 2024 was the perfect moment to take a step back and refine their approach to measuring and rewarding performance. Like many fast-moving startups, Pave was scaling quickly and needed a solid plan to support this growth. We partnered with their VP People to define, launch, and roll out a performance program that delivered results.
Meeting weekly kept things moving and ensured Pave was set up for success at every turn. Whether it was prepping agendas, crunching data for leadership meetings, outlining key decisions, training managers, designing All Hands presentations, or scripting surveys, our goal was to make the process seamless and impactful. We focused on clarity and simplicity, letting Pave’s leaders focus their energy where it mattered most.
As you might imagine, the employees at Pave had an unusually deep understanding of compensation data and it links to performance — so what we did was subject to a lot of scrutiny! Take a look at an overview of the Notion Hub we developed to see how it served as a one-stop shop for everything from calendars and manager tools, to step-by-step guidance on performance and compensation decisions.
At the end of the project, we surveyed employees to gauge success, and the results speak volumes. It was delivered on time and within budget, managers felt empowered and supported, and employees walked away informed and confident about how their performance connected to their compensation. If you’ve ever run a change to performance and compensation, you’ll know it’s an understandably emotive subject – and how rare this kind of positive feedback is.
In just four months of weekly meetings and project work, we helped Pave build a performance process that felt as sharp and innovative as the company itself.