During Mirakl’s bi-annual performance review process, employees focus on two things: the “what” and the “how.”
Bailey Oglevee, director of people for the company’s Americas division, said that the “what,” which is employees’ expertise, coupled with the “how,” or Mirakl’s core values, connects individual performance to the organization’s culture. In this way, employees’ success becomes intertwined with the success of the business as a whole.
“Our performance review process is core to Mirakl’s DNA and directly supports our mission to revolutionize online business,” Oglevee said.
With a mid-year check-in, one-on-one career discussions with managers and an annual talent review, Mirakl’s performance review process promotes continuous development throughout the year. According to Oglevee, this creates meaningful opportunities to discuss career growth needs and map out advanced professional pathways that benefit both team members and the company.
Greenlight Guru takes a similar approach to performance reviews, offering a 360-degree review model that consists of a self-assessment, manager feedback, input from peers and feedback from direct reports for those in leadership roles.
“We’ve found that this 360-degree approach gives each employee a truly well-rounded picture of their impact and areas for development,” Talent Manager Brittany Oliver said.
In addition to providing employees with extensive support, Greenlight Guru’s performance review process also ties back to its culture and mission. Oliver shared that, by incorporating questions around how well its core values are being demonstrated, the company ensures its reviews both evaluate results and recognize how employees achieve them.
“This focus on behavior reinforces that the way employees achieve their results is just as important as what they achieve,” she said.
Below, Oglevee and Oliver share more about how their companies’ performance review processes promote employee and business success.
Mirakl’s platform is designed to help e-commerce businesses grow, enabling them to expand and digitize product assortment through marketplace and dropship solutions, streamline supplier catalog onboarding, connect with the right marketplaces and more.
Give us a snapshot of your performance review process. How often do they occur, and who is involved in the process?
Performance reviews at Mirakl happen twice a year, setting the foundation for our talent management strategy. The mid-year check-in launches each July, where employees complete self-reflections on their first-half achievements and growth areas. Managers provide feedback through one-on-one career discussions that conclude by August, establishing goals for the rest of the year. The annual talent review begins in December as a comprehensive evaluation of the full year. Employees complete self-assessments that rate their expertise and embodiment of Mirakl’s core values, while managers prepare parallel evaluations. A global calibration ensures consistent standards across the organization.
Final ratings reflect the full year’s performance against Mirakl’s expectations and determine outcomes, including promotions and compensation adjustments. Our performance review strategy is executed globally by the people team, with managers and stakeholders playing a major role. Together, we create opportunities for growth, feedback and career development, guiding every Mirakl employee’s journey.
How does your performance review process ladder up to Mirakl’s culture and/or mission?
Our performance review process is core to Mirakl’s DNA and directly supports our mission to revolutionize online business. Our bi-annual review framework focuses on expertise — the “what” — and Mirakl’s values — the “how” — connecting individual performance to the core of our culture. Mirakl’s mission and performance review strategy share a foundational principle: transforming complexity into clarity through systematic processes that drive sustainable growth and success.
Mirakl's Core Values
- “Get Things Done: When challenges arise, employees roll up their sleeves and find creative, pragmatic solutions that turn big visions into practical steps.”
- “Go Above and Beyond: Team members never settle for ‘good enough,’ pushing themselves out of their comfort zones to deliver exceptional results.”
- “Satisfy and Empower Clients: Every employee becomes a trusted partner who listens, understands their clients’ unique challenges and empowers them with solutions that drive real success.”
- “Work Hard Together: No one works alone; teammates support each other, share honest feedback and celebrate diverse perspectives while achieving ambitious goals together.”
What kinds of positive results do you see from your performance review process?
Mirakl’s performance review process serves as a strategic catalyst that drives both individual and organizational success through comprehensive talent optimization. By systematically checking that we have the right talent in the right roles, the process ensures our workforce is strategically aligned to achieve ambitious goals while delivering accurate, actionable performance feedback that empowers employees to excel.
“By systematically checking that we have the right talent in the right roles, the process ensures our workforce is strategically aligned to achieve ambitious goals while delivering accurate, actionable performance feedback that empowers employees to excel.”
The dual-cycle approach promotes continuous development throughout the year, creating meaningful opportunities to discuss career evolution needs and map out advancement pathways that benefit both the employee and the organization. Through structured goal-setting conversations, employees establish clear objectives that directly connect their personal growth to Mirakl’s broader mission, while the calibrated compensation review process ensures fair recognition of contributions across our global workforce. Ultimately, this comprehensive approach ensures Mirakl’s collective success by making every team member feel genuinely valued and invested in, creating an engaged workforce that’s equipped to drive the transformative growth that defines our marketplace leadership.
Greenlight Guru’s platform is designed to help medical device companies build products more efficiently and maintain compliance.
Give us a snapshot of your performance review process. How often do they occur, and who is involved in the process?
At Greenlight Guru, every employee has one formal performance review each year. Our review process happens twice a year, with employees placed into one of two cycles based on their work anniversary. We use a 360-degree review model that consists of a self-assessment, manager feedback, input from multiple peers and feedback from direct reports for those in leadership roles. We’ve found that this 360-degree approach gives each employee a truly well-rounded picture of their impact and areas for development.
“We use a 360-degree review model that consists of a self-assessment, manager feedback, input from multiple peers and feedback from direct reports for those in leadership roles.”
After feedback is collected, the employee’s manager summarizes it all into a formal review, which is then shared and discussed with the employee during a dedicated performance review conversation. Prior to these conversations, the manager first connects with the next-level manager to discuss the review and ratings. This step is key as it not only ensures fairness and alignment across the company but also provides further suggestions for development opportunities and career paths. While the formal review only takes place once a year, we actively encourage and train our managers to have regular performance conversations throughout the year.
How does your performance review process ladder up to Greenlight Guru’s culture and/or mission?
We’ve worked hard to ensure our performance review process is directly tied to our company’s culture and mission. By incorporating questions around how well our core values are being demonstrated, we ensure that reviews go beyond simply evaluating results but also recognize how employees achieve them. This focus on behavior reinforces that the way employees achieve their results is just as important as what they achieve. It provides a consistent framework for feedback, strengthens accountability and helps employees connect their daily contributions to our larger purpose.
What kinds of positive results do you see from your performance review process?
One of the positive outcomes of our performance review process is that it helps employees connect their feedback and growth opportunities to tangible resources. At Greenlight Guru, every employee receives a professional development stipend, and the review conversations are a great way for them to gain clarity on how to use those funds best. Whether it’s pursuing a course, attending a conference or finding another resource that supports their career path, the review process gives employees direction and confidence in choosing the development opportunities that fit their individual goals. We also ask “Start, Stop, Continue” questions in our review, both about managers and about Greenlight Guru as a whole. It’s a simple but powerful way to get candid, actionable feedback that helps us strengthen leadership, improve processes and double down on what’s working. They’ve been especially valuable in surfacing ideas and perspectives that might not come up in day-to-day conversations.
