At Luko we aim at hiring the best talent and building high-performing product engineering teams. We offer Lukoladder and Lukogrowth Framework tools to help everyone ensure continuous growth and ensure that we always hire talent that raises the bar at every function at their level.
Most importantly we expect everyone to continuously exceed expectations and focus on becoming better at what they do. Over performance is rewarded at each 6-months people review. With that said, you can consider that we would like to see you grow at the following pace:
- 3.1 - 4.3 - every 6 months and sometimes 12 months between sub-level jumps
- 4.3 - 5.3 - every 12 months and rarely more than that
- 5.3 - 6.3 - every 18 months or less often depending on opportunities at Luko and your ability to add massive value to the company and demonstrate continuous outperformance.
- 7.1+ - speed of growth is based on your individual development and performance as well as the opportunities available at Luko meaning that we will most likely see a limited number of people reaching levels 7.1+.
- Note that at this level people should be continuous out-performers and example in their roles.
That's all great! Where should I start?
Start with continuously finding ways of becoming better at what you do and get along in the journey as many people as you can. In other words, learn and apply fast while helping others thrive as well. In short, it is not a zero-sum game!
Build a solid growth plan
We love OKRs and we love seeing them at any level from company to individual. That said, there are three type of OKRs that you can add to your growth plan.
- Business orientated - those you can derive from the OKRs for your tribe and team and the easiest is to convert a KR into an OKR that you can achieve with your contributions.
- Operationally orientated - those are OKRs that you can derive from Chapter "how" KRs converting them to individual OKRs or by defining an OKR that leads to improvements in you team's operations (speed, quality, application performance, testability, security, and alike) or contributes/drives a chapter initiatives (recruitment, guild initiatives, and alike).
- Feedback based - those are OKRs that you can derive from the most recent people review feedback that you have received.
How do those help you grow?
Select OKRs that are challenging and involve something new that you will be learning. That could be soft skills, management skills, new technology or technical skills such as design, architecture, best practices, and alike.
Once you have done you can map those towards specialisations in the Lukogrowth Framework at aim at demonstrating the needed skills for the next milestone.
What will make a great growth plan?
- Do not pick more than two OKRs + one feedback based OKR per quarter each with no more than 3 to 5 key results
- Make them very ambitious with something achievable and something that is a stretch. A stretch is hard to achieve but pushes you to exceed the expectations
- Validate those ambitious OKRs with your EM to be sure that everyone agrees they are a ambitious and stretch-y