Be standard

... park that and go, "Yep, they are.

Cool." There's a couple of different layers, right? So looking at performance reviews specifically, when you go through the performance conversations and you have ratings, I always recommend a three-point rating system.

And so let's just say the first rating is that they're, they're not there yet or they're still developing, right? And so if someone's still developing, I would probably say that they don't get an increase, um, which might sound a little bit harsh, or they're only getting maybe a CPI increase or just a limited increase, 'cause essentially they're not performing in their role.

So the aim is to help them, uh, improve their performance and get up to the next performance rating, right? So th- this is just one layer.

Then the, the second category would be they're essentially meeting expectations, which is great.

They're performing their role pretty consistently.

Yes