Innereactive

To live by this value, individuals must embrace the unknown and ask “why” to gain a better understanding of why Innereactive does things a specific way and if a better way exists, present it to the team. Asking questions leads to individuals who possess and demonstrate the technical ability to perform required duties, are practical in applying knowledge to assignments, understands the products and services offered by the company, and applies the company's philosophy of doing business.

Exceeds | Consistently interested in exploring current challenges for potential new solutions faced by the company even when outside their realm of expertise. Shares their knowledge and experience with team members to help them professionally grow. Understands the company so well that they are able to offer questions and insights on all services offered by the company.

Fully Meets | Readily explores current challenges for potential new solutions in relation to their field and shares their findings with the team to gain a well rounded insight. Performs tasks in accordance with the company mission, vision, and values.

Generally Meets | Occasionally explores potential new solutions for improved processes or services, but struggles to vocalize their findings. May have a basic understanding of company services or procedures, but fails to take advantage of additional perspectives by working with fellow team members.

Below | Never explores current challenges for potential new solutions to offer improved processes or services. Does only what they are told to do, never thinking critically about how things could be improved. May lack a basic understanding of the company services and struggle to complete necessary tasks.

To live by this value, individuals must interact with all team members with the intention of creating positive working relationships, display flexibility, adaptability, and empathy when working with coworkers, even during challenging projects or tasks, actively seek and offer assistance as needed, and display appreciation for others contributions.

Exceeds | Consistently portrays a genuine positive attitude and tries to offer encouragement to employee who are facing a challenge. Collaboratively searches for solutions when projects are disrupted from their projected path. Regularly checks in with team members to see if they need assistance with a project. Regularly expresses meaningful gratitude through TURBOs, Sock Cards, or words of appreciations.

Fully Meets | Consistently portrays a genuine positive attitude. Displays a sense of understanding when projects are disrupted from their projected path and keeps an open mind about potential solutions. When possible, assists with projects, even outside their normal job scope, to help move the team forward. Expresses meaningful gratitude through TURBOs, Sock Cards, or words of appreciations.

Generally Meets | Maintains positive attitude when things are going well, but becomes aggressive or dismissive when stressed or busy. Displays some understanding when projects are disrupted from their projected path, but struggles in moving forward down a new path. Completes assigned tasks as to not interfere with other people’s work, but does not assist outside of what is required/requested. Rarely expresses gratitude in any form or lacks the specification for the gratitude to make an impact.

Below | Is aggressive or dismissive when working with others. Portrays a “my way or the highway” attitude. Lacks understanding about the obstacles others face. Intentionally attempts to make others people’s jobs more challenging. Never offers assistance even if workload would allow it. Rarely acknowledges others contributions to the team.

To live by this value, individuals must both be willing to share their opinions and listen to the opinions of others. To be successful, individuals must communicate, orally and in writing, ensuring a mutual understanding is reached. Innereactive strives to create an environment that allows employees to share their opinions in a way that feels most comfortable to them and where concerns are addressed in an open, non-defensive manner, ensuring the people who need to be involved are included in the conversation. We support the communication method of seeking first to understand then be understood, which requires individuals to listen well as other team members communicate and to voice concerns when someone isn’t properly given an opportunity to speak. We find ways to invite individuals to provide feedback on company initiatives, goals, and processes.

Exceeds | Regularly plans or attends team activities to make personal connection to team members. Regularly participates in group meetings and discussions. Over communicates pertinent work-related information. Actively engages and listens intently to team members talking with them. Consistently provides feedback on company initiative with constructive details.

Fully Meets | Attempts to make personal connections to all team members. Provides full attention to the person talking with them. Regularly participates in group meetings and discussions. Communicates pertinent work-related information. Regularly provides feedback on company initiative with constructive details.

Generally Meets | Displays cordial behavior toward team members. Multi-tasks when people are trying to have a direct conversation. Occasionally participates in group meetings and discussions, but never more than is required. Occasionally forgets to communicate pertinent work-related information. Regularly provides feedback on company initiative but does not include constructive details.

Below | Regularly displays hostile behavior toward team members. Ignores people when they are talking. Chooses to remain silent during group meetings and discussions. Never communicates pertinent work-related information. Avoids providing feedback on company initiatives.

To live by this value, individuals must understand the challenges facing the company and have a thorough understanding of the company's philosophy of doing business. Once both are understood, individuals should demonstrate good common sense to analyze and define problems, ask questions and gather data, and apply company knowledge, including information outlined in company policies, procedures, and training material, to formulate new solutions.

Exceeds | Company policies and procedures are used as resources when making decisions. Impromptu decisions are avoided if time allows for an analysis of the situation. Solutions to problems are determined using prior knowledge and/or team insight after analyzing the details of the individual situation. Acts as a sounding board to team members trying to solve challenging situations.

Fully Meets | Company policies and procedures are regularly used as resources when making decisions. Impromptu decisions are avoided if time allows for an analysis of the situation. Solutions to problems are determined using prior knowledge and/or team insight after analyzing the details of the individual situation.

Generally Meets | Company policies and procedures are rarely used as resources when making decisions. Impromptu decisions are made without analysis even when time is available. Solutions to problems are not always fully vetted, which results in band-aid solutions instead of long-term solutions.

Below | Decisions are almost always impromptu, without collecting data or insight from team member, even when time is available. Proposed solutions regularly need to be redone

To live by this value, individuals must prioritize individual and company goals (“big rocks”) into regular schedule, have a sense of what needs to be done and organize work to meet deadlines and goals, follow assignments through to completion, take appropriate actions to get things done without being told or reminded to do so, meet budgetary objectives, show up to meetings on time, contribute to meetings efficiently, and attendance is reliable.

Exceeds | Can recite company and individual goals if requested and ensures they are accomplished. Spearheads the progress of goals and helps hold others accountable for their work. Keeps team members informed of progress and follows up with others when missing needed information. Maintains time deadlines and financial budgets without needing to be reminded. Always shows up to meetings and work on time and ready to contribute to the objective.

Fully Meets | Regularly contributes to the progress of goals and ensures they are accomplished. Keeps team members informed of progress. Rarely needs to be reminded about time deadlines. Maintains financial budgets. Regularly shows up to meetings and work on time and ready to contribute to the objective.

Generally Meets | Makes progress on goals but doesn’t always follow through to completion and may need to be pushed to make progress and to maintain time deadlines. Sometimes informs team members of progress, but is inconsistent. Regularly exceeds the the financial budget. Shows up late and unprepared to meetings and work.

Below | Makes almost no progress on goals. Always needs to be reminded to stay focused on objectives, maintain time deadlines, and track budget progress. Regularly shows up late and unprepared to meetings and work.

To live by this value, individuals must accept ownership of their goals, actions, and decisions and encourage all employees to do the same. To ensure individuals are set up to succeed, Innereactive strives to set clear expectations, provide the necessary resources, and grants individuals the authority to make decisions as it relates to their responsibilities. If an individual feels they do not have clear expectations or the necessary resources, they should ask for further clarification or resources from the necessary team member. If another team member is struggling with accountability, individuals should offer additional coaching and support.

Exceeds | Accepts ownership of goals, actions, and decisions and ensures all employees to do the same. Regularly asks probing questions to ensure all parties have a clear understanding of the expectations and necessary resources and teaches others how to ask similar probing questions. Offers additional communication, support, and coaching for employees who struggle with accountability.

Fully Meets | Accepts ownership of goals, actions, and decisions and encourages all employees to do the same. Regularly asks probing questions to ensure all parties have a clear understanding of the expectations and necessary resources. Offers additional communication, support, and coaching for employees who struggle with accountability.

Generally Meets | Regularly accepts ownership of goals, actions, and decisions and ensures they have the necessary resources to accomplish assigned projects. Rarely blames others for problems and instead expresses what could be improved next time by coaching others and reflecting on internal improvements.

Below | If a project or situation does not go as planned, passes blame to other team members. Waits until after the project has failed to express expectations were not clearly defined or necessary resources were not available. Gets upset or aggressive with other team members when they struggle with accountability.

To live by this value, individuals must keep an open mind to the potential of new ideas and what the future may look like. Innereactive believes marketing is an ever-changing industry and we see it as our responsibility to assist our clients in embracing the best ways to help them grow their business while simultaneously growing ours.

Exceeds | Proposes and listens to new ideas and analysis both the pros and cons of any potential change. Commits with true buy-in to the new direction even if harboring personal doubts and encourages other to do the same if discontent continues to be voiced. Excitedly offers new services to clients when the solution is a good fit.

Fully Meets | Listens to new ideas and analysis both the pros and cons of the change. Commits with true buy-in to the new direction even if harboring personal doubts. Offers new services to clients when the solution is a good fit.

Generally Meets | Listens to new ideas, but focuses one-sidedly on the potential downfalls. May go along with the change, but half heartedly and without true buy-in. Rarely promotes new services to clients out of fear of failure or taking on an additional challenge.

Below | Regularly shuts down new ideas without hearing full proposal. Actively seeks for reasons the change will never work. Continues to offer the same services to clients because they are comfortable implementing those services.

To live by this value, individuals must fully embrace a growth mindset. Innereactive understands each person has a unique learning process and aims to create a supportive environment that encourages all types of learning. We encourage each employee to dedicate two hours per month toward professional development and properly track that time in Tick.

Exceeds | Uses and logs in Tick at least twenty-four hours of “Self Appointment Professional Development” throughout the course of the year. Always comes prepared to share and discuss a learning opportunity to the full-team meeting even when it may not be their week to present.

Fully Meets | Uses and logs in Tick at least twenty-four hours of “Self Appointment Professional Development” throughout the course of the year. Always comes prepared to share and discuss a learning opportunity to the full-team meeting when it is their turn to run the meeting.

Generally Meets | Uses and logs in Tick at least twelve hours of “Self Appointment Professional Development” throughout the course of the year, but not all of allowed time. Regularly comes prepared to share and discuss a learning opportunity to the full-team meeting when it is their turn to run the meeting.

Below | Uses and logs in Tick less than twelve hours of “Self Appointment Professional Development” throughout the course of the year. Rarely comes prepared to share and discuss a learning opportunity to the full-team meeting when it is their turn to run the meeting.

To live by this value, individuals must understand and follow all company procedures and policies, protect and maintain the integrity of confidential information, while still transparently sharing the company information employees need to do their job successfully.

Exceeds | Knows and follows all company guidelines and employee conduct requirements and offers coaching to other employees when a better job could be done.

Fully Meets | Knows and follows all company guidelines and employee conduct requirements.

Generally Meets | Understands the basics of company guidelines and employee conduct requirements.

Below | Is not aware and therefore does not follow any of the company guidelines and employee conduct requirements.

To live by this value, individuals must provide accurate, thorough, and dependable results, perform volume of work at an acceptable level while meeting quality standards and time schedules, document information appropriately, make recommendations based on a complete understanding of company and project objectives, and avoid costly errors.

Exceeds | Work produced sets new professional standards. Never misses or pushes deadlines (except the ones outside of personal controlled). Regularly produces a higher than average volume of work.

Fully Meets | All work produced meets professional standards. Rarely misses or pushes deadlines. When deadlines are missed or pushed, always has prior communication to share why. Volume of work is consistently at company average and may occasionally produces a higher than average volume of work.

Generally Meets | Work is regularly done with final results up to professional standards. Rarely misses deadlines but regularly needs to push deadlines. When deadlines are missed or pushed, regularly has prior communication to share why. Volume of work is consistently at company average.

Below | Work regularly needs to be redone as final results are not up to professional standards. Regularly misses deadlines with little or no communication into why. Volume of work is below company average for similar position.

To live by this value, individuals must establish and maintain good client relationships by demonstrating a positive and helpful attitude, seek first to understand clients then to be understood, understand how the employee's job affects clients, and project a positive and professional image of the company.

Exceeds | Understands how our services benefit clients and actively engages clients in conversations promoting those services. Understands their role in the client’s experience. Remains positive and professional with clients in even the most challenging situations. Listens to a client’s concerns and requests before formulating solutions. Shares their knowledge and experience with team members to help them develop their client experience skills.

Fully Meets | Understands how our services benefit clients and can actively engage clients in conversations promoting those services. Understands their role in the client’s experience. Remains positive and professional with clients in even the most challenging situations. Listens to a client’s concerns and requests before formulating solutions.

Generally Meets | Understands how most our services benefit clients but may struggle to actively engage them in those conversations. Understands their role in the client’s experience. Remains professional with clients but struggles to remain positive in the most challenging situations. May not fully listen to a client’s concerns and requests before formulating solutions.

Below | Lacks a basic understanding of how our services benefit clients. Doesn’t understand the impact they have on the client’s experience. Struggles to remain professional and positive in challenging situations and rarely listens to the client’s concerns and requests before formulating solutions.

To live by this value, individuals must envision the finish line before starting the race. For both internal and client projects, Innereactive believes in defining the measurable objectives and what we will gain from accomplishing the project successfully.

Exceeds | Understands the importance of measurable goals and can effectively determine what those goals are and what needs to be tracked in order to confidently say a project was successful. Coaches the team to help everyone develop their critical thinking skills when it comes to understanding goals and measurable objects (coaching marketing strategy).

Fully Meets | Understands the importance of measurable goals and can effectively determine what those goals are and what needs to be tracked in order to confidently say a project was successful. Ensures the team has a clear understanding of goals and what their responsible for when it comes to accomplishing the goal.

Generally Meets | Struggles to understand or set measurable objects at the beginning of projects. Requires someone to provide the objects and the details that need to be tracked in order to prove that project was a success.

Below | Does not understand or question what the end objectives are to ensure project begins on the right foot. When project is complete, it unable to determine with a project was a success based on the initial objectives.