Employee Performance Reviews and Management Objectives Overview

PERFORMANCE REVIEW

EMPLOYEE REPORT 10 60% Projects Completed Aptitude 2 75% NATALIE SMITH Senior Business Analyst Projects Completed Timeliness Overall Performance Rating 92% 90% 85/100 Project Quality Adaptability

QUARTERLY PERFORMANCE REVIEW Employee Name Felicia Nguyen Department Marketing Review Period Q2 Date of Review July 10, 2023 82% OVERALL PERFORMANCE 74% GOALS ACHIEVED 71% IMPROVEMENT 92% CORE VALUES

Q1 Q2 Q3 Q4 4 4 4 4 Performance Metric 1 5 5 5 5 Performance Metric 2 Employee Name: John Doe Department: Accounts Performance Metric 3 3 3 3 3 Review Period: July 10, 2023 Date of Review: July 13, 2023 5 5 5 5 Performance Metric 4 Reviewed By: John Doe Reviewer Position: Manager 4 4 4 4 Performance Metric 5

EMPLOYEE PERFORMANCE REVIEW Employee Name: Felicia Nguyen Department: Marketing Employee ID: Z201713028 Reviewer Name: John Doe RATINGS Excellent = 5 Good = 4 Satisfactory = 3 Fair = 2 Poor = 1 Job Knowledge Work Quality Attendance/Punctuality Initiative Communication Skills Creativity Productivity Overall Rating (Average the Numbers Above): 3.6 Reviewers Comment: Felicia excels in technical knowledge of her work but needs to improve her communication and teamwork initiatives

PERFORMANCE REVIEW: MANAGEMENT BY OBJECTIVES (MBO) Employee Name: Felicia Nguyen Bonus Period: Q2 20XX Bonus at Plan: $2,500 Opportunity Value $ MBO Achieved MBO Category Description/Measurable Weighting $ Earned Work with engineering and product management teams from our company and XYZ Corp. to complete a High-quality Product that can be launched into the market this year. Joint Development Project with ABC Corporation #1 40% $1,000 50% $500 Work with engineering and product management teams from our company and XYZ Corp. to complete a High-quality Product that can be launched into the market this year. Joint Product Launch with XYZ Company #2 40% $1,000 125% $1,250 Work with engineering and product management teams from our company and XYZ Corp. to complete a High-quality Product that can be launched into the market this year. #3 Business Development 20% $700 85% $600

MBO-BASED PERFORMANCE REVIEW Starting Objective Framework Resulting Objective Rating Scale (% MBO Payout) Specific No sessions were conducted by July 1 0% Which accounts? Tier-one Targets Measurable One to three sessions conducted by July 1 40% How many? 7 Conduct a client-education seminar or a lunch-and- learn session with seven tier-one targets by July 1 Attainable Educate Target Accounts on upcoming launch product Four to six sessions conducted by July 1 70% Can they do it? Yes Result-Oriented Seven sessions conducted by July 1 100% Does it drive the desired objective? Yes Time-Bound More than seven sessions conducted by July 1 or all seven conducted by July 1 0% By when? July 1

OKR-BASED PERFORMANCE REVIEW 85% Complete Objective: Achieve 120% of MQL creation for 20XX 100% 1 Maintain KPIs within HubSpot and SFDC for each sales quarter Implement SDR enablement on key product & service topics to drive more qualified leads for sales team 2 65% Provide introduction and then advanced training upon Outreach functionality and strategies 90% 3

30-60-90 PERFORMANCE 30 KEY SUCCESS METRICS Goal 1 Increase cold outreach volume to improve top of the sales funnel Goal Measure 1 25% New leads generation Goal 2 Goal Measure 2 48% Closing rate Collaborate with Marketing to create 3 new sales initiatives or enterprise partnerships Goal Measure 3 15% Key account clients Goal 3 Goal Measure 4 Increase number of enterprise clients and prioritize key account management 22% Partnership revenues

30-60-90 PERFORMANCE KEY SUCCESS METRICS Goal 1 Increase cold outreach volume to improve top of the sales funnel Goal Measure 1 25% New leads generation Goal 2 Goal Measure 2 48% 60 Closing rate Collaborate with Marketing to create 3 new sales initiatives or enterprise partnerships Goal Measure 3 15% Key account clients Goal 3 Goal Measure 4 Increase number of enterprise clients and prioritize key account management 22% Partnership revenues

30-60-90 PERFORMANCE KEY SUCCESS METRICS Goal 1 Increase cold outreach volume to improve top of the sales funnel Goal Measure 1 25% New leads generation Goal 2 Goal Measure 2 48% Closing rate Collaborate with Marketing to create 3 new sales initiatives or enterprise partnerships Goal Measure 3 15% Lorem ipsum dolor sit amet Goal 3 Goal Measure 4 Increase number of enterprise clients and prioritize key account management 22% Partnership revenues 90

SELF REVIEW Employee Name: David Thomas Department: Sales & Marketing Period of Review: Quarter 2 Date: June 14, 20XX Accomplishments Excellence Improvements Needed Further Objectives Lead conversion rate increased by XX% Abilities to solve problems proactively Convert lead from untapped markets into loyal customers Won best employee award Text here Text here Text here Text here

PEER REVIEW Employee Name: John Doe Friendliness 1 2 3 4 5 Communication 1 2 3 4 5 Teamwork 1 2 3 4 5 Productivity 1 2 3 4 5 Work Ethics 1 2 3 4 5

PEER REVIEW (SLIDER DESIGN) Strongly Disagree Neither Agree nor Disagree Strongly Agree Disagree Agree Seeks feedback and opportunities for learning and growth. 2 Demonstrates awareness of strengths and weaknesses to improve 4 Learns from the mistakes and challenges that face them 2

360-DEGREE REVIEW FORM Time Spent Everyday A few times a Week A few times a month Every Few Months N/A (Never) Your interaction with employee Quality of Work Everyday A few times a Week A few times a month Every Few Months N/A (Never) Sets high standard for quality of output Ensures Work is error free before submitting Helps others improve the quality of their work Communication Communicate well orally and in written-form Displays good listening skills

REVIEW RESULTS SUMMARY Overall Rating: 5.2/6.0 Aggregate ratings for all competencies in the review AVG HIGH LOW 5.2 6 4 Self 4.6 5 4 Supervisor 5.5 6 5 Peers 6.2 6 6 Direct Reports 5.8 - - Overall

REVIEW RESULTS SUMMARY Overall Rating: 5.2/6.0 Accountability Aggregate ratings for all competencies in the review Taking Responsibility for performance AVG HIGH LOW AVG HIGH LOW 5.2 6 4 Self Self 5.2 6 4 4.6 5 4 Supervisor Supervisor 4.6 5 4 5.5 6 5 Peers Peers 5.5 6 5 6.2 6 6 Direct Reports Direct Reports 6.2 6 6 5.8 - - Overall Overall 5.8 - - Communication Motivating Others Relaying information clearly and receiving information effectively Creating & sustaining a culture that encourages other to do their best AVG HIGH LOW AVG HIGH LOW 5.2 6 4 5.2 6 4 Self Self 4.6 5 4 4.6 5 4 Supervisor Supervisor 5.5 6 5 5.5 6 5 Peers Peers 6.2 6 6 6.2 6 6 Direct Reports Direct Reports 5.8 - - 5.8 - - Overall Overall

OUTCOME-BASED REVIEW QUARTERLY GOAL Email marketing campaigns average 20% open rate Landing pages to capture 50 new leads each on average EMPLOYEE COMMENTS While I think email and social media have been successful for us, we need more leads in our funnel. Shifting to landing pages with a measurable goal with help. Goal was met and exceeded, as average open rate was 27% for the quarter

OUTCOME-BASED REVIEW QUARTERLY GOAL Email marketing campaigns average 20% open rate Landing pages to capture 50 new leads each on average EMPLOYEE COMMENTS While I think email and social media have been successful for us, we need more leads in our funnel. Shifting to landing pages with a measurable goal with help. Goal was met and exceeded, as average open rate was 27% for the quarter COMMENTS MANAGER I was very happy with the performance of the email marketing campaigns this quarter and feel this goal should be stretched going forward. I agree, but since this is new for us, let s start with 25 leads each on average, and then adjust.

Communication Leadership 5 4 REVIEW RESULTS COMPARISON: Development Adaptability Personal 3 SELF VS. OBSERVERS 2 1 Development Relationships 0 1 2 3 4 5 of Others N/A Never Seldom Sometimes Usually Always 3.42 3.76 Differential= 0.34 Task Management Production

REVIEW RESULTS SUMMARY COMMUNICATION RESULT ORIENTED STRATEGIC THINKING 3.43 3.29 4.64 4 4.17 4.5 4.92 4.11 3.43 3.43 4.75 4.36 S M D P S M D P S M D P Rater Type: S = Self, M = Manager, D = Direct Reports, P = Peers

Team Sales Leaderboard This Year Weekly Sales Peak Friday, 12PM Paul Anderson $145k This Year This Week John Abraham $133.4K 2 $473.2K $52.5K Nicole Stones $101K 3 39% vs Last Week 55% Nathan Akeime $93.8K 4 2 3 4 Paul Anderson North East John Abraham North East Nicole Stones North East Nathan Lee North East $145K $133K $101K $93K This Year Target: $350k This Year Target: $350k This Year Target: $350k This Year Target: $350k $145K $133K $145K $145K 55% 55% 55% 55%

TEAM PERFORMANCE SCORECARD Rating Low High Department: Team Member Count: Finance Twenty -20+ -10 to -20 -10 to 0 0 to 10 10 to 20 20+ KPIs Metrics Actual Target Off Target Score Weighting Calls per Hours 6 7 -2 Call Quality 14 40% Issues Solved per Day 87 83 +16 % Response Time 88% 82% -3 Calls per Hours 181 121 -3 Customer Focus 25 60% Issues Solved per Day 99% 70% +21 % Response Time 77% 67% +7

TEAM PERFORMANCE METRICS 7% 5% 24% Operations Ready for New Opportunities Misaligned Talent Top Talent Finance Potential 10% 16% 16% New to the Role Core Talent Core Talent Sales 10% 8% 14% Operation Outstanding Performer Underperforming Solid Performers 0 2 4 6 8 10 Performance Headcount

PERFORMANCE INCENTIVE SURVEY RESULTS 60% 65% Increase Compensation 39% 42% Offer more flexible working hours 39% 34% Allow me to work remotely Invest in more efficient tech tools, systems, and processes 34% 32% 29% 18% Offer and enforce no meeting days 21% 19% Establish clear communication norms Improve communication about company mission and strategy 15% 17% 9% 12% Offer more access to senior leadership

UPDATE ON WORK LOCATION Anticipated in 2022 and Beyond Work Location Pre-Pandemic February 2022 Preferred Location 8% 39% 24% 32% Exclusively Remote Hybrid 32% 42% 53% 59% (10%<Remote<100%) 60% 19% 23% 9% Fully On-Site

PERFORMANCE REVIEW TIMELINE 6/17 6/30 7/1 7/8 7/9 7/15 7/16 7/22 7/23 7/29 AMINISTRATOR EVALUATOR Review employee s self evaluation Develop final appraisal Sign final Documents EMPLOYEE Complete self evaluation RESOURCES HUMAN Train employees on performance review process Provide Give copies and complete filling Appropriate forms to all parties

PERFORMANCE REVIEW TRACKING Real-time Feedback Events Over Time Q3 Goal Completion Q4 Goal Completion (Ongoing) 89.2% 77.6% Q1 Y1 Q2 Y1 Q3 Y1 Q4 Y1 Q1 Y2 Q2 Y2 Managers Sending the Most Feedback Q3 Review Completion Q4 Review Completion (Ongoing) Chaz 224 Joan 131 Bennet Complete Complete 122 Incomplete Incomplete Andy 122 Bob 119 Chester 95

ANNUAL PERFORMANCE REVIEW CADANCE 360 Performance Employees goals, feedback, and 1:1s help reviewers give better reviews Set Goals Set Goals What you ll be measures against this half What you ll be measures against this half JAN FEB AUG Update Goals and Have 1:1 Meeting Receive real-time Feedback and Praise via Slack or Gmail

PERFORMANCE IMPROVEMENT PLAN Performance Action Plan Start Meet and set performance improvement goals Midpoint Check-in Self and manager review with meeting Plan Conclusion Meet and review performance goal achievement Follow-up Meeting Update goals & meet 1:1 Follow-up Meeting Update goals & meet 1:1 Follow-up Meeting Update goals & meet 1:1 Follow-up Meeting Update goals & meet 1:1 Week 1 Week 2 Week 3 Week 4 Week 5 Week 6 Week 7 Week 8 Week 9 Week 10 Week 11 Week 12 Week 13 Receive real-time feedback via Slack and Gmail

PERFORMANCE IMPROVEMENT PLAN Performance Action Plan Start Meet and set performance improvement goals Midpoint Check-in Self and manager review with meeting Plan Conclusion Meet and review performance goal achievement Follow-up Meeting Update goals & meet 1:1 Follow-up Meeting Update goals & meet 1:1 Follow-up Meeting Update goals & meet 1:1 Follow-up Meeting Update goals & meet 1:1 Week 1 Week 2 Week 3 Week 4 Week 5 Week 6 Week 7 Week 8 Week 9 Week 10 Week 11 Week 12 Week 13 Receive real-time feedback via Slack and Gmail

Manager Review Self Review Managers will be asked questions about their direct report s development because research shows manager feedback improve Employees will be asked questions about their development, because research shows sharing their feelings and ideas greatly affects perceived fairness and motivates improved performance. performance. 360 BEST- SELF REVIEW Upward Review Peer Review Employees will be asked questions about their manager s development to help them grow and develop into coaches and leaders with highly engaged and high performing teams. Employees will be asked questions about their coworker s development, which increases performance, goal orientation and the growth mindset.

360-DEGREE REVIEW HR can view employee s Self Assessment & manager s Review HR Initiate Review HR Comment EMOPLOYEE Completes Self Assessment PEER/360 Peer 1 Review Peer 2 Review Peer 3 Review MANAGER Manager s Review