LogicMonitor Company Culture & Values

Give us a snapshot of your performance review process. How often do they occur? Who is involved in the process?
At LogicMonitor, we have a performance culture that’s aligned to our company values. Two of the most important are “better every day” and “one team.” Performance isn’t something we check once a year; it’s part of how we work. We’ve built a culture of feedback so employees always know where they stand, can keep getting better every day and thrive as one team.

We do quarterly check-ins on progress, development and alignment, and a formal annual review to look back holistically. Peer input is included when it adds perspective. That review includes an employee self-assessment, manager evaluation and always a live conversation to align on strengths, opportunities and next steps.

How does your performance review process ladder up to your organization’s culture and/or mission?
We use our company V2M2 framework: vision, values, methods and measures so every employee can see how their work connects to the bigger strategy. Each employee has their own V2M2 that ladders up to their function, which then rolls into the company-level V2M2.

We’re also a pay-for-performance culture. High performers earn differentiated rewards and opportunities, while employees who are still developing get clear coaching and support. That balance keeps people focused, motivated and aligned as one team.

What kinds of positive results do you see from your performance review process?
We see lots of momentum! Reviews give people clarity and direction. We also see it in the data, as we consistently earn high ESAT scores on management, reflecting the trust employees have in their managers and in the process.

We’re strong proponents of internal mobility, and reviews often spark conversations that lead employees to take on new roles and opportunities within the company.