Your Career at Kotn
We want Kotn to be a place of long term growth for our team members, and to keep them engaged and challenged as they grow.
Career growth often takes time, and so we encourage any team members looking for new opportunities to speak with their managers early so we can help you develop the knowledge, skills and experience needed for your desired position if and when it does become available. Your manager is your touchpoint for career growth and will check in regularly. We’re here to support you!
We aim to accommodate different backgrounds, learning styles and to build a culture of internal growth and promotion.
Team members are welcome to apply and will be considered for any new positions we post, including across different departments.
MANAGEMENT
Your direct manager is meant to be your coach and resource in succeeding at Kotn. Managers and team members will be in frequent communication with each other on status, priorities, changes & updates, roadblocks and wins. Your manager will meet with you weekly for a 1:1 to discuss projects, feedback, and career development. This is your time to use- if you have questions or want to ask for or give feedback, this is the time to do so.
PERFORMANCE REVIEWS
We believe feedback is crucial for our employees’ development and satisfaction. Aside from the 90-day probationary check-in, Kotn aims to provide bi-annual performance reviews. Reviews may happen outside of this frequency based on promotions, role reclassifications or other changes to employment status.
Kotn’s aim in the review process is to focus on providing role clarity, outlining team expectations, and setting up individual team members for success in the coming quarter. They are not meant to be punitive or focused on faults, but an opportunity to call out your wins, discuss growth opportunities and make a career plan with your manager.
It should be noted that we do not automatically provide remuneration changes during annual reviews.
PERFORMANCE IMPROVEMENT
At times, there may be circumstances where it is necessary to provide a team member with coaching to mitigate negative behaviour or reset role expectations as they impact the team or Kotn. If your performance is not aligning with your role expectations, the first step will be a discussion with your manager. If improvement is not made, the company may use a performance improvement plan. A performance improvement plan is a plan, developed by you and your manager, with direct steps to take to improve performance and align with the company’s expectations. The goal of the process is to find alignment and set you up for success. Failure to meet goals or complete the performance improvement plan may result in termination. Our hope is that you will complete the performance improvement plan successfully.
Please note there are certain acts where a second chance cannot be provided. These are violations where actions or intent are so serious that immediate termination would be necessary without any notes of caution, including (but not limited to) violence, harassment or theft. In these rare circumstances, Kotn may take immediate action to terminate your employment.