FAQs

Quarterly Growth Conversations (QGCs) are an employee-led performance management system designed to facilitate goal setting and development on a quarterly basis throughout the year. These conversations provide a structured platform for employees to reflect on their accomplishments and challenges over the previous three months and articulate their aspirations and development goals for the upcoming three months.

Quarterly Growth Conversations (QGCs) are initiated by employees and involve a dialogue between the employee and their manager. During these conversations, employees have the opportunity to discuss their achievements, obstacles faced, and lessons learned during the preceding three months. They also share their aspirations and development objectives for the next three months, aligning their goals with the organization's overall objectives.

Managers can employ various strategies to achieve this. They can start by setting clear performance expectations, providing regular feedback and recognition, and collaborating with employees to establish goals. Empowering employees through growth opportunities and providing necessary resources are also essential in fostering a sense of ownership and driving performance improvement.

Yes, Quarterly Growth Conversations (QGCs) and the feedback gathered play a crucial role in determining promotions and compensation increases. Gone are the days of relying solely on an annual review. With 3-4 QGCs spread across 12 months, you'll have ample opportunities to discuss your performance and goals with your manager. These conversations directly shape compensation decisions, ensuring fairness and keeping you on the path to success! 

For employees going on leave, it is recommended that managers conduct growth conversations before the leave and document the discussions. This ensures that when the employee returns, they can seamlessly resume their growth journey from where they left off. 

Similarly, for managers going on leave, it is advised to have growth conversations with their direct reports beforehand. Additionally, it is recommended that these managers have a conversation with the leads who will be assuming their people management responsibilities. This allows for the continued tracking of their employees' growth and ensures a smooth transition during the manager's absence.

Yes! Your local HR team organize frequent QGC Information Sessions for both managers and employees. These sessions provide a thorough understanding of the QGCs process, including guidance on utilizing Workday effectively, the advantages of regular growth conversations, and the respective responsibilities of employees and managers. If you're eager to begin right away, you can access our comprehensive QGCs 101 deck for detailed information or start your QGC journey here.

The QGCs process ensures equality and equity for employees by providing a structured framework where all employees have the opportunity to participate, receive feedback, set goals, and engage in growth conversations. It emphasizes employee-led discussions, allowing individuals to have a voice in their own development and align their goals with their career aspirations. This empowers employees to drive their growth and promotes fairness by ensuring that everyone has access to the same process and opportunities for growth and advancement.

If you find yourself needing further clarification on the feedback you received, it is recommended to reach out to the person who provided it. Engage in a conversation with them to seek understanding and ask any questions that will help you grasp their perspective. Open dialogue and clear communication can help you gain insights and ensure a shared understanding.

The feedback you receive, including the feedback you proactively sought, provides valuable input for your manager to develop a comprehensive view of your performance in your role. While feedback is an important component, it is not the sole factor in evaluating your performance. Your manager considers various aspects, such as your contributions, accomplishments, objectives, and responsibilities, to form a holistic assessment.

We recommend including anyone you work closely with, which could include clients, peers, colleagues, teammates, managers and leaders. Work with your manager to identify the best people to collect feedback from.

You can input feedback notes received outside of Workday in the Self Reflection step of the QGC process. To get feedback from those outside of Workday, ask them via email, Slack, or in person/over video call. [link to WD navigation page]

It's essential to create an open and supportive feedback culture. While we don't have anonymous feedback in Workday right now, we strongly believe in nurturing a culture where constructive feedback can be given openly. Trust us, it's a skill that can make a real impact on personal growth and team dynamics. To help everyone feel more at ease, we're rolling out training materials and resources on delivering constructive feedback like a pro! Stay tuned for that, and remember, we're all about growth and development together!

No, it is not possible. We chose the current template to keep it short and consistent, allowing feedback givers to respond quickly to multiple requests while ensuring equity across the global team. Providing variable templates to different teams would compromise the equitable value of the program.

Yes! You can see who you have sent a feedback request to. Simply log in to Workday, go to your Profile > select Job > select Worker History and you’ll be able to see who is yet to complete their feedback on you.

Goals can have different time frames depending on their nature. Some objectives are designed to be achieved within a 3-month period, while others may require a longer duration. For longer-term objectives, it is important to break them down into actionable items that allow for progress monitoring and follow-up. This approach ensures that objectives remain manageable and facilitates tracking towards their ultimate achievement.

While there is no set number of objectives to be established, it is recommended to define between 3 and 5 goals. This range helps maintain focus and alignment of efforts. By having a manageable number of goals, you can concentrate your energy on key areas of performance and work towards meaningful outcomes.

Even if objectives have not been explicitly defined, your performance will be evaluated based on the expectations, responsibilities, and demands associated with your role. Your manager will consider the tasks you were assigned, your engagement in the role, and the outcomes achieved in assessing your performance. As objectives are established moving forward, they will provide further guidance for evaluating your progress.

It is crucial to discuss and align with your manager regarding the expectations and scope of responsibilities that you are accountable for. Together, you can establish a clear understanding of the actionable steps and success indicators that define your performance. Open communication and negotiation help ensure that objectives are relevant and achievable within your role.

While it may initially feel formal, it's important to note that Workday is merely a tool designed to capture your accomplishments and support your progress towards achieving your career goals. It's meant to facilitate the process of Quarterly Growth Conversations between you and your manager. These conversations provide an opportunity to openly discuss any challenges you may be facing in your role, identify areas for improvement, and collaboratively work towards overcoming them. 

If employees have existing KPIs, they are an essential component of their overall goals and have a significant impact on defining performance objectives and contributing to overall success. It is important to consider these KPIs while engaging in QGCs, ensuring alignment and progress towards meeting targets.

Rest assured that your conversations with Prompt are handled with strict confidentiality and security measures. Media.Monks does not have access to or store the chats you have with the model. While the conversations are transmitted to OpenAI for processing, OpenAI does not use the data for any purposes, including training their models. However, OpenAI does retain the data for a limited period of 30 days. Rest assured that your privacy and confidentiality are highly valued and protected.

As a fresh addition to the team, set goals that align with your onboarding process, role expectations, and any specific objectives your manager has for you. Focus on building relationships, acquiring new skills, and contributing to team projects. Common objectives include getting acquainted with the local team, understanding internal processes, and establishing effective communication channels.

In the case of a recent team change, the feedback and development conversation should be a joint effort between your previous manager and your current manager. Both managers should collaborate to provide insights and facilitate a smooth transition. The conversation can be conducted together or guided primarily by the current manager, ensuring ongoing dialogue and co-construction of objectives.

Development conversations are not solely dependent on a structured career path. These conversations focus on discussing your desired next steps at Media.Monks, including challenges that motivate you and your career aspirations. Regardless of a formalized career path, you can explore growth opportunities, skill development, and ways to align your goals with your personal and professional aspirations.

QGCs are not bound by specific dates, but they typically take place at the end of each quarter, which are March, June, September, and December. This timing allows for a comprehensive review of your performance and progress over the previous 2-3 months. During these conversations, you'll have the opportunity to discuss your achievements, assess your goal attainment, review feedback, and set new objectives for the upcoming quarter. By aligning the QGCs with the quarterly cycle, we ensure that you can reflect on your growth and plan for continued success.