Sean: How can we better evaluate our employees?

I would say, evaluate based on your core values. That's one that for me is very, very important. You don't have to copy our core values, right? I mean it would depend on your founder's DNA. I know a lot of companies here in the Philippines have malasakit. That's one of their core values and that's really great by the way. I'm thinking about incorporating that into our core values as well because that's a really good Filipino trait and word to have. Malasakit.

And if you have people who have malasakit for your company, for your team, I think that's amazing. We don't have that yet in our core values, but we do have grit, respect for work, unity, being a challenger, clarity, and experimentation. Just six stuff, and we evaluate based on that.

How well do you stand up when you make mistakes? That's grit.

How early are you in terms of meetings? Are you on time? Do you log in on time? Do you really complete work on time? That's respect for work.

Unity is about: Do you gossip? Do you confront people who need to be confronted? Do you allow incompetence to run amuck in your team? That's unity.

Challenger is: Do you go the extra mile? If this is what's asked of you, do you do more? Do you work harder?

Clarity is about making sure that when you say something, the other party understands what you mean. The biggest mistake in communication is the assumption that it already happened. So clarity is super important.

And experimentation is all about trying out new things in the spirit of having a positive outcome, and not being afraid to make mistakes.

We evaluate based on those values. For every person who asks me in my team, for example, for a raise or for feedback, we check how well they have done in terms of those six core values that we have. So I'd say always evaluate based on your core values and on what they bring to the table. At the end of the day, it's what they bring to the table.

Of course, maybe you're wondering, where is competence in all that? If they're not competent, then they're bringing the company down. That's not a core value. It should be their permission to play for your team, right? If they're not competent, they really should not be in your team.

Maybe you're wondering why is integrity not a core value.? Well, integrity, if people don't have integrity, they shouldn't be working for you, right? Because they're going to steal, they're going to steal time, they're going to lie, it just doesn't make sense. So it's a permission to play value.

You have to identify the core values of your company based on what you really value, but you also have some values that are permission to play. That's the minimum thing that your people have to have, otherwise, they shouldn't be part of the team. Integrity is one of them and competence, of course, is another one.

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