Values Check In

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3. People Group
4. Values Check In

Maintained by:

On this page

• Values Check-In Survey
  • Manager Check-In
  • Team Member Check-In
  • Timeline
• Team Member Survey Questions
  • Personal Information
  • General
  • Collaboration
  • Results
  • Efficiency
  • Diversity, Inclusion, & Belonging
  • Iteration
  • Transparency
  • Strengths & Improvement Areas
• Manager Survey Questions
  • Personal Information
  • Collaboration
  • Results
  • Efficiency
  • Diversity, Inclusion, & Belonging
  • Iteration
  • Transparency
  • Moving Forward
• People Experience Team Process
  • Google Sheets
  • Sending The Emails

Values Check-In Survey

GitLab's values are a crucial part of our competencies list and are considered essential for team members to learn and live out, irrespective of role or team. To ensure all team members are living out and practicing GitLab's values, we have implemented a Values Check-In survey for new team members and their managers after 8-10 weeks with the company. The purpose of the check-in is to ensure alignment from a performance perspective and understanding of expectations with regard to the values.

Both team members and their managers will take the survey on the team member's behalf. After both parties have completed the survey, results and feedback should be discussed in the next 1:1 session.

The aim of this check-in is to ensure continuous improvment through analysis of trends and feedback, with a positive side-effect that will attribute to great retention and values alignment.

Manager Check-In

When you receive the dedicated email from the People Experience team, complete the Manager Values Check-In form for the relevant team member. When you submit your form, you will also receive a receipt of your submissions. Communicate with your team member that you have completed your review and that you plan to discuss both your and their results at a date prior to the deadline. At this 1:1, or prior to it, share your results and ask your team member to also share their results with you. The purpose of the check-in is to ensure alignment from a performance perspective and understanding of expectations with regard to the values. Feel free to contact the People Specialist team (peopleops@domain) if you have any questions or concerns.

Team Member Check-In

When you receive the dedicated email from the People Experience team, complete the Team Member Values Check-In form. When you submit your form, you will also receive a receipt of your submissions. Communicate with your manager that you have completed your review. Your manager will coordinate a 1:1 to discuss both your and their results. At this 1:1, or prior to it, share your results and remind your manager to also share their results with you. The purpose of the check-in is to ensure alignment from a performance perspective and understanding of expectations with regard to the values. Feel free to contact the People Specialist team (peopleops@domain) if you have any questions or concerns.

Timeline

We will take probation periods into account when considering the timing of the check in. Team members and managers will have ~2 weeks to complete the survey once it is received. It is essential that the survey is completely in a timely fashion, especially for countries that have a probation period implemented.

*Considering that team members are still onboarding during their first 30 days with GitLab, team members in countries that follow a 1-month probation period will not have their Values Check-In until after 8 weeks at the company.

Team Member Survey Questions

Personal Information

Question format: open-ended

• What is your name?
• What is your role?
• What is your manager's name?

General

Question format: Likert scale

• Since you have started with GitLab, you have developed an understanding of our values.
• GitLab provides an environment & tools to fully showcase its values.
• Your manager & teammates help you to display GitLab's values.

Collaboration

Question format: Likert scale & open-ended

• During the first 8-10 weeks at GitLab, I have displayed the Value of Collaboration.
• Provide an example of where you have displayed the value of Collaboration.

Results

Question format: Likert scale & open-ended

• During the first 8-10 weeks at GitLab, I have displayed the Value of Results.
• Provide an example of where you have displayed the value of Results.

Efficiency

Question format: Likert scale & open-ended

• During the first 8-10 weeks at GitLab, I have displayed the Value of Efficiency.
• Provide an example of where you have displayed the value of Efficiency.

Diversity, Inclusion, & Belonging

Question format: Likert scale & open-ended

• During the first 8-10 weeks at GitLab, I have displayed the Value of Diversity, Inclusion, & Belonging.
• Provide an example of where you have displayed the value of Diversity, Inclusion, & Belonging.

Iteration

Question format: Likert scale & open-ended

• During the first 8-10 weeks at GitLab, I have displayed the Value of Iteration.
• Provide an example of where you have displayed the value of Iteration.

Transparency

Question format: Likert scale & open-ended

• During the first 8-10 weeks at GitLab, I have displayed the Value of Transparency.
• Provide an example of where you have displayed the value of Transparency.

Strengths & Improvement Areas

Question format: Checkboxes

• Which value(s) do you feel require further focus from you?
• Which value(s) do you feel you have displayed the most?

Manager Survey Questions

Personal Information

Question format: open-ended

• What is your name?
• What is your role?
• What is your team member's name?

Collaboration

Question format: Likert scale

• During your new team member's first 8-10 weeks at GitLab, they have displayed the value of Collaboration.

Results

Question format: Likert scale

• During your new team member's first 8-10 weeks at GitLab, they have displayed the value of Results.

Efficiency

Question format: Likert scale

• During your new team member's first 8-10 weeks at GitLab, they have displayed the value of Efficiency.

Diversity, Inclusion, & Belonging

Question format: Likert scale

• During your new team member's first 8-10 weeks at GitLab, they have displayed the value of Diversity, Inclusion, and Belonging.

Iteration

Question format: Likert scale

• During your new team member's first 8-10 weeks at GitLab, they have displayed the value of Iteration.

Transparency

Question format: Likert scale

• During your new team member's first 8-10 weeks at GitLab, they have displayed the value of Transparency.

Moving Forward

Question format: Likert scale, multiple choice, open-ended

• Overall, you are satisfied with this team member's performance.
• If a probationary period is applicable, you would be happy to pass this team member?
• If applicable, please provide additional context.

People Experience Team Process

Google Sheets

1. Pull a report from BambooHR with the following fields
   • First Name
   • Last Name
   • Country
   • Hire Date
   • Reporting to
   • Work Email
2. Click More then export report as… CSV
3. Open Google Sheets, then a blank spreadsheet.
4. Click File, Import, Upload, then upload and select the BambooHR CSV file.
5. Filter by Hire Date - Newest to Oldest or Z-A
6. Put a blank Column to the right of Hire Date
   • Name this Column Values Check-In Due Date
7. To get the due date here, use the formula - Hire date + 70 ie. (=cell+70) the 70 here represents 10 weeks (70 days).
8. Filter the country listing by
   • China
   • Brazil
   • France
   • Hungary
   • Spain
   • Switzerland
9. Change the Values Check-In due date for these countries to 56 (8 weeks). Reason here is that these countries have a 3 Month probation and all others have 6 months or not applicable.
10. Add a column to the right of Values Check-In Due date and name Date Email to be sent
11. In this column populate with = Values check-in due date - 14, this gives us the date that we should send and the team member 14 days to complete.

Sending The Emails

1. Use the info from the column Date Email to be sent to determine who to send the email to
2. Send this email to the team members
3. Forward the above email to the team members managers with this email
4. Track responses on the Google form & prompt completion - this is important for those who are on probationary periods.