Warranty

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talk about the examples given, your goals from last year (whether you’ve met them or not) and
what you’re thinking of for your goals for the coming year. Your manager will also go over with
you whether they feel you “get it, want it, are capable of doing it, and own it” as defined above
– and whether your performance during the last year merits an increase over and above the
cost of living.
Throughout this meeting, the intent is that you agree on your strengths and the areas that need
development or improvement, and how your manager can support you in doing so. Like we do,
we want you to view these meetings as a positive opportunity for growth and learning, and to
help drive your own performance and development.
Performance Discussions – It’s All About Flavour
While it’s important for you and your manager to regularly discuss your performance and to set
performance and development goals, we don’t want anyone to just go through the motions. We
value meaningful discussions that make sense for your position, that matter to you and that
ultimately make a difference. Really, it’s all about the ‘flavour’ of the discussion, and not just
the discussion itself.
While formal meetings are an important component of your performance development, day-to-
day discussions, feedback and questions in our open door environment are even more
important. For that reason, both you and your manager are strongly encouraged to discuss job
performance, goals and accomplishments on a regular basis.
Three month review
As a new employee, you will participate in a review with your manager after your first three
months. This review is an opportunity for you and your manager to focus on what is going well,
where further learning/practice may be needed, what your impressions are of the company and
whether you’re getting what you need to be successful and any other action items agreed upon
to ensure your success at Bradley Smoker.
Annual performance program
While performance planning and discussions are not meant to be only a once-a-year activity
(but rather, ongoing and collaborative), the intent of our annual performance program is to:
 Summarize your accomplishments and contributions over the last year
 Assess your skill level and where we (you and us) see you going
 Discuss areas needing improvement and/or development – we want you to be the best
you can be!
 Set goals and performance measures for the upcoming year – you always need
something to strive for
 Get your input about your position, your department, the company and any other
matters you’d like to bring forward – you know yourself and your job best, so it’s
important to hear what you have to say too!