Glossary
Plain-English definitions for the terms used in modern performance management, continuous feedback, and team-health work. Every entry is a self-contained answer first, with a short note on how Mistvine relates to the concept.
OKR (Objectives and Key Results)
OKRs are a goal-setting framework that pairs one qualitative objective with three-to-five measurable key results, typically run on a quarterly or wave-based cycle.
Read definition →9-box grid
The 9-box grid is a 3×3 matrix that plots employees on current performance versus future potential, used in succession planning and talent reviews.
Read definition →Team health
Team health is a measurement of how effectively a team functions across dimensions like psychological safety, clarity, autonomy, and collaboration.
Read definition →Continuous feedback
Continuous feedback is a performance management approach that replaces annual reviews with frequent, lightweight feedback throughout the year.
Read definition →Psychological safety
Psychological safety is the shared belief that a team is safe for interpersonal risk-taking — speaking up, dissenting, admitting mistakes, asking questions.
Read definition →360-degree feedback
360-degree feedback collects performance feedback on an individual from peers, direct reports, and managers — not just from the direct manager.
Read definition →eNPS (Employee Net Promoter Score)
eNPS measures employee loyalty by asking how likely employees are to recommend their workplace on a 0–10 scale, producing a score from −100 to +100.
Read definition →Pulse survey
A pulse survey is a short, recurring employee survey — typically one to ten questions, weekly or monthly — that tracks engagement trends between annual surveys.
Read definition →One-on-one meeting (1:1)
A one-on-one (1:1) is a recurring private meeting between a manager and a direct report focused on coaching, feedback, and growth rather than status.
Read definition →KPI (Key Performance Indicator)
A KPI is a quantifiable metric tracking ongoing performance against a target for a business-critical activity, monitored continuously rather than per goal cycle.
Read definition →Skip-level meeting
A skip-level meeting is a conversation between a manager’s manager and an employee, without the direct manager present, used to gather unfiltered ground-truth signal.
Read definition →Performance review
A performance review is a structured evaluation of an employee’s work over a period, informing compensation, promotion, and development decisions.
Read definition →Aligned autonomy
Aligned autonomy is an operating model where leadership sets clear direction and constraints while teams decide how to execute — alignment enables autonomy.
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