Performance isn’t abstract. It’s about impact, accountability, and growth. It’s how we live our values in action, every day.
We’re pulling back the curtain on our "Performance Operating Model" with our Director of Performance, Ethel, to find out how we’re turning growth into a science, creating a high-velocity environment where ownership is the baseline and outsized rewards follow outsized contributions.
What does high performance mean at Voy?
At Voy, high performance is about creating exceptional impact, consistently. It’s not about working the longest hours or being the loudest person in the room. It’s about people who take ownership, move fast, raise the bar for themselves and others, and genuinely care about our patients and mission.
We operate in the complex environment of health care, we look for people who are motivated by solving hard problems and never settle. The people who thrive at Voy don’t just execute, they challenge the status quo, simplify, improve systems, challenge ideas and help the company move forward.
And very importantly, being a high performer at Voy is not just about delivering results. It’s also how you deliver results. We care above all about our mission, our patients and each other. We look for people who are collaborative, humble and will live our values.
How do we spot high performers?
We treat performance like a science at Voy. We break down performance into three dimensions:
First, deliverables - are people delivering high-quality outcomes and creating impact?
Second, behaviours - are they acting in line with our values and contributing positively to the culture around them?
And third, skills - do they have, and continue developing, the technical competencies required for their role?
We stay away from the traditional once-a-year performance review. Instead, we run lighter but rigorous quarterly performance reviews, where employees are assessed across all three dimensions and receive regular feedback
That cadence helps us identify high performers early, support people in their growth, and make decisions based on evidence.
How do we reward high performers?
One of the things we care deeply about at Voy is making sure high performance is recognised and rewarded.
When people continuously create impact, we give them more responsibilities, fast promotions, and meaningful compensation growth. In our last quarterly cycle, we promoted 25 top performing employees.
We also run a bi-annual performance reward scheme, where twice a year we award performance-based equity and cash bonuses.
The idea is simple: the people creating exceptional value for Voy should directly share in that success. We want ambitious people to know that if they perform strongly at Voy, the opportunities and rewards will scale with them.
Can you give a concrete example of what high performance / high reward looked like recently?
A great example is someone who joined our customer support team about a year ago.
They quickly mastered the core responsibilities of the role, but what really stood out was their initiative and proactivity. They consistently came forward with ideas, took ownership beyond their scope, and volunteered for additional projects.
As a result, we gave them more responsibility very quickly. They were promoted twice within a year, and today they’re part of our operations and strategy team, and they are building innovative AI solutions to better serve our patients.
For me, that’s exactly what high performance and high reward should look like - exceptional contribution leading to exceptional opportunities.
Ready to kick your career into the next gear? We’re looking for owners, not just executors. Check out our open roles and come build the future of health with us.
