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Impact, Growth, & Excellence: The Admixer Performance Framework

📑 10 slides 👁 24 views 📅 1/27/2026
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Performance at Admixer

A transparent framework for ambitious careers.

Performance at Admixer
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Philosophy: Impact Over Effort

  • Reward outcomes, not just effort or busyness.
  • Encourage stretch goals and ambition.
  • Fair differentiation for exceptional contributions.
  • Continuous growth is mandatory, not optional.
Philosophy: Impact Over Effort
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Three Pillars of Performance

  • Target $: Financial targets for revenue roles.
  • OKRs: Strategic objectives with measurable results.
  • Development: Skill growth and leadership behaviors.
  • Balanced evaluation across all three dimensions.
Three Pillars of Performance
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Pillar 1: Target $

  • For revenue-generating roles and leaders.
  • Measured through CRM/finance systems (objective).
  • Drives quarterly incentives directly.
  • Provides context for career progression.
Pillar 1: Target $
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Pillar 2: OKRs

  • Ambitious, outcome-based objectives.
  • Scoring 0.6-0.7 is target (stretch goals).
  • Focuses on execution quality, not just tasks.
  • 1.0 scores suggest unambitious goals.
Pillar 2: OKRs
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Pillar 3: Development

  • Focus on demonstrated growth over time.
  • Evaluates skill mastery and leadership behaviors.
  • Uses psychometric tests and 360 feedback.
  • Mandatory for all employees.
Pillar 3: Development
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Role Evaluation Matrix

  • Revenue roles: OKRs primary, Target $ contextual.
  • Non-revenue roles: OKRs primary focus.
  • Development mandatory for all positions.
  • Fair weighting based on role function.
Role Evaluation Matrix
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Performance Rating Scale

  • 5-point scale (1-5) with 3 as strong norm.
  • Level 3 = reliable, meets high standards.
  • Level 5 rare for transformational impact.
  • 60-70% typically at Level 3.
Performance Rating Scale
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Calibration Process

  • Cross-team reviews to eliminate bias.
  • Gaussian curve as guide, not rigid quota.
  • Identifies top 20% and supports bottom 15%.
  • Ensures consistent standards across teams.
Calibration Process
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Implementation & Next Steps

  • All data lives in HR system (single source).
  • Managers schedule goal-setting sessions.
  • Employees update OKRs and self-assessments.
  • Building transparent, high-performance culture.
Implementation & Next Steps
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