What's the Company Culture Like at LogicMonitor?

Give us a snapshot of your performance review process. How often do they occur? Who is involved in the process?
At LogicMonitor, we have a performance culture that’s aligned to our company values. Two of the most important are “better every day” and “one team.” Performance isn’t something we check once a year; it’s part of how we work. We’ve built a culture of feedback so employees always know where they stand, can keep getting better every day and thrive as one team.

We do quarterly check-ins on progress, development and alignment, and a formal annual review to look back holistically. Peer input is included when it adds perspective. That review includes an employee self-assessment, manager evaluation and always a live conversation to align on strengths, opportunities and next steps.

How does your performance review process ladder up to your organization’s culture and/or mission?
We use our company V2M2 framework: vision, values, methods and measures so every employee can see how their work connects to the bigger strategy. Each employee has their own V2M2 that ladders up to their function, which then rolls into the company-level V2M2.

We’re also a pay-for-performance culture. High performers earn differentiated rewards and opportunities, while employees who are still developing get clear coaching and support. That balance keeps people focused, motivated and aligned as one team.

What kinds of positive results do you see from your performance review process?
We see lots of momentum! Reviews give people clarity and direction. We also see it in the data, as we consistently earn high ESAT scores on management, reflecting the trust employees have in their managers and in the process.

We’re strong proponents of internal mobility, and reviews often spark conversations that lead employees to take on new roles and opportunities within the company.

Which of your core values most defines how your team works together?

“One team” is truly a core value for us. I see it every day at LogicMonitor — people stepping in to support one another, working across functions and geographies to deliver the best outcomes for our customers. That spirit matters even more as AI changes how work gets done. We’re moving toward fewer handoffs between roles and a stronger focus on speed and customer value, which makes it essential that we stay aligned and work as one. We’re a low-ego, high-curiosity culture. We ask questions, challenge assumptions and learn from one another. None of us has all the answers, so we experiment, share what we learn and adapt together.

How do you align new hires to your culture?

We redesigned our onboarding experience around a simple idea. People should experience our culture from day one, not just hear about it in a presentation. Our Launchpad onboarding program introduces new hires to our business, leaders, values and culture, while creating opportunities to build relationships outside their immediate teams. In the United States, that now includes volunteering with Operation Gratitude as part of the first-day experience. Giving back together immediately puts our “one team” value into practice and creates connections that aren’t based on title, function or tenure.

How do you celebrate employees who live your values in action?

We have a quarterly peer-recognition program called the “Love” awards (stands for “living our values everyday”). It’s a chance for LMers to nominate teammates who bring our values to life. We celebrate the winners at an all-hands meeting and share the stories behind their nominations with the broader company. Hearing their stories is inspiring. It recognizes their contributions and encourages all of us to keep living our values. At the end of the day, how people work together matters just as much as what they accomplish.