How an employment review works, from request to decision. Anyone can request one for anyone, reviewers vote on continued employment, and a termination decision takes at least two sessions with an improvement cycle in between.

Nucleus: Live · Owner: @Anne Pasdeloup · Reviewed: 5 Oct 2026

What is an employment review?

An employment review is a thorough evaluation of an employee's performance and contributions in their role and can be requested by any employee for another employee. It includes discussions on achievements, areas for improvement, and future goals to support the employee's growth. The process involves feedback from peers and circle leads, ensuring fairness and objectivity using tools like the compensation matrix. The goal is to create an open and constructive dialogue, fostering ongoing development.

During an employment review session Employment Reviewers assess the feedback and cast votes for continued employment. If the majority advocates for rehiring, employment continues; otherwise, an improvement cycle is initiated. Depending on the outcome, the employee may continue with adjustments or, if necessary, the employment contract may be terminated.

The rules

Any employee can initiate an Employment Review for another.
A termination decision takes at least two Employment Review Sessions, with a full improvement cycle in between. The improvement cycle runs for a minimum of 10 weeks and can run up to a year.
After the second session, the Employment Reviewers can offer a Final Call for Improvement. That’s a third session two weeks later. It’s offered only when there’s a specific change already visible and two more weeks could realistically finish it, not as a formality and not automatically.
If no Final Call is offered, or the employee doesn’t accept it, the outcome of the second session stands and it’s final.
Termination is possible if a majority of Employment Reviewers vote “knowing what they know now, they would not invite the employee under review back into the organization”.

Why start an employment review?

An employee may request a review for reasons such as:

Performance evaluation: Addressing issues impacting the team or project outcomes.
Assessment of cultural alignment: Focusing on collaboration, communication, and cultural aspects for a harmonious work environment.

Misconduct: Breaking the law, ignoring security procedures or other serious misconduct. The process for these cases is described in the misconduct and employment review policy in GlassFrog.

Starting a review for a colleague can be challenging. First, think about your past feedback—was it clear and did it make positive changes? Consider if the person can grow through improvement. Ask, "Is the current situation bad for both Luscii and the employee?". If the answer is yes, keep in mind that initiating a review isn't just about Luscii; it's a chance for the employee to improve. Following our values, especially courage for integrity, starting a review helps the individual. It gives useful feedback, sets goals, and shows a path for getting better over time.

A review doesn’t have to end badly. Sometimes the change that’s needed is small and concrete. Someone had to start showing up at Assemblii, started showing up, and that was the end of it.

And sometimes the answer isn’t the role the review started with. Someone who isn’t the right fit for one role can grow in others and add real value there, and that counts just as much. It has happened here before.