🧭 Culture & Performance Framework¶
Culture is how we make decisions
At brax, culture isn't a poster—it's a practice. A shared commitment to fairness, accountability, and growth that shapes every decision we make.
🎯 Purpose¶
The Culture & Performance Framework bridges our Culture Code with the Employee Typology Model, aligning behaviors and outcomes across the company. It ensures clarity in promotions, redemption opportunities, and disciplinary actions.
1️⃣ The Culture Code in Practice¶
| Cultural Principle | What It Looks Like in Action | Expected Outcome |
|---|---|---|
| Responsibility | You take ownership of your actions, deliver quality work on time, and follow through on commitments. | Trust and accountability in your role. |
| Devotion to Learning | You embrace curiosity, continuously grow your capabilities, and share knowledge generously. | Innovation and professional growth. |
| Remarkability | You deliver exceptional quality, exceed expectations, and take pride in your craftsmanship. | Recognition and advancement opportunities. |
| Respect | You value diverse perspectives, listen empathetically, and create an inclusive environment. | Team cohesion and cultural strength. |
| Collaboration | You work transparently with teammates, share information openly, and celebrate collective wins. | Collective success and team alignment. |
| Adaptiveness | You embrace change as opportunity, pivot quickly, and learn new skills as the business evolves. | Resilience and future readiness. |
| Innovation | You think creatively, experiment fearlessly, and challenge assumptions to push us forward. | Breakthrough solutions and competitive advantage. |
2️⃣ Employee Archetypes and Cultural Alignment¶
Brax employees fall into behavioral archetypes that reflect their relationship with our cultural values. These categories help guide recognition, development, and accountability.
| Type | Traits | Cultural Alignment | Outcome |
|---|---|---|---|
| 1. Saboteur | Disrupts workflows, abuses policies, or shows consistent disrespect. | Violates fairness, integrity, and community. | Termination |
| 2. Con-Artist | Manipulates systems, falsifies reports, avoids accountability. | Undermines transparency and ownership. | Termination |
| 3. Disciplined | Professional and consistent, but reactive in ambiguity. | Aligned with fairness and integrity; needs adaptability. | Redemption |
| 4. Mercenary | Self-focused, disengaged from team goals. | Conflicts with community and ownership values. | Redemption / Realignment |
| 5. Engaged | Handles ambiguity well, learns through iteration, aligns with team objectives. | Embodies learning, transparency, and ownership. | Promotion |
| 6. Entrepreneur | Acts like an owner, drives innovation, and inspires others. | Represents the ideal brax culture. | Promotion / Stock Options |
3️⃣ Detection & Feedback Loops¶
Employee behavior is measured through a transparent reporting and review framework that combines quantitative and qualitative signals.
| Report Type | Purpose | Identifies | Owned By |
|---|---|---|---|
| IT Report | Evaluates technical performance and workflow analytics. | Saboteurs, productivity issues. | HR OPS + InfoSec |
| KPI Report | Measures outcomes, accuracy, and consistency. | Con-Artists, underperformance. | HR OPS + Managers |
| 360 Review | Captures peer and leadership feedback. | Behavioral and cultural misalignment. | HR OPS |
| Strategic Report | Links individual performance to company goals. | Mercenaries, Engaged, Entrepreneurs. | Leadership + Department Heads |
4️⃣ Development & Intervention Pathways¶
At brax, we prioritize growth before punishment. Each employee type is supported through tailored initiatives to promote positive behavior and cultural alignment.
| Type | Intervention | Objective |
|---|---|---|
| Saboteur | Feedback and HR follow-up → termination if unresolved. | Protect culture and workflow. |
| Con-Artist | Micromanagement, individual tasks, and KPI monitoring. | Rebuild trust and accountability. |
| Disciplined | Structured coaching, defined processes, and support systems. | Strengthen adaptability. |
| Mercenary | Career transition to project-based or freelance roles. | Align autonomy with contribution. |
| Engaged | Mentorship, cross-department collaboration, visibility. | Prepare for leadership. |
| Entrepreneur | Stock options, strategic autonomy, company-building roles. | Reward ownership mindset. |
5️⃣ Outcomes & Career Progression¶
Every review cycle leads to one of three clear outcomes:
- ✅ Passing: Strong performance and full cultural alignment.
- 🟡 Redemption: Potential for growth; development plan assigned.
- 🔴 Termination: Persistent misalignment despite coaching.
6️⃣ Culture as a Measurable Asset¶
Culture isn't abstract — it's measurable. Each department contributes to a Culture & Performance Dashboard, using:
- Quantitative Data: Timesheets, KPIs, productivity reports
- Qualitative Data: Peer feedback, manager evaluations
- Cultural Indicators: Ownership, collaboration, learning agility
This creates a living snapshot of brax's organizational health.
7️⃣ Leadership Commitments¶
🚀 Entrepreneur Mindset
Modeling ownership thinking in all decision-making
💬 Radical Transparency
Practicing openness in performance conversations
🌱 Growth First
Prioritizing redemption and coaching before discipline
🏆 Rewarding Ownership
Recognizing innovation with visibility and equity
💜 Summary¶
The Culture & Performance Framework brings brax's values to life. It ensures that culture is not just spoken — it's measured, lived, and rewarded.
"We don't just hire for skill. We grow for culture."
— brax Leadership Team
Questions about our Culture & Performance Framework? Reach out to your manager or People Operations.