Airwallex
Airwallex Leadership & Management
Management Quality
Managers at Airwallex lead with clarity, coaching, and accountability, so you can do your best work and grow quickly.
- Clear goals and regular feedback: Managers align your work to team OKRs and provide continuous 1:1 feedback, so expectations and progress are clear.
- Structured performance cycles: Twice‑yearly performance reviews (with manager and optional peer input) drive growth conversations, calibration, promotions, and rewards.
- Personalized growth plans: Managers partner with you on Individual Development Plans (IDPs) and use Career Progression Pathways to map the skills and competencies needed to level up.
- Operating Principles‑based coaching: Performance is assessed on outcomes and behaviors aligned to our Operating Principles, reinforcing high standards and supportive coaching.
- Leadership enablement: New and experienced managers are supported with programs like Airwallex Elevate, targeted training, and self‑paced learning via LMS.
- Proof in the data: Engagement surveys show strong improvements in Manager and Performance Management scores, reflecting more effective coaching and growth discussions.
Organizational Clarity
Leaders at Airwallex communicate goals and expectations with clarity, context, and consistent touchpoints, so everyone knows what matters, why it matters, and how to deliver through:
- OKR‑driven planning: Company priorities are cascaded into team OKRs, giving clear, measurable objectives and ensuring role expectations are explicit.
- Regular All Hands and global updates: Quarterly global All Hands and company channels provide direction, progress, and priorities, keeping teams aligned to the bigger picture.
- Manager 1:1s and continuous feedback: Expectations are reinforced through ongoing 1:1s and performance conversations, not just at review time.
- Structured performance reviews: Twice‑yearly reviews calibrate outcomes and behaviors against our Operating Principles, with clear decisions on promotions and rewards.
- Two‑way input and transparency: Twice‑yearly engagement surveys are used to improve communication quality, with recent gains in leadership and manager communication effectiveness.
- Clear career frameworks: Career Progression Pathways outline skills and competencies by level, making performance expectations tangible.
Strategic Vision & Direction
Leaders at Airwallex set clear priorities, share context regularly, and connect day‑to‑day work to long‑term strategy, so teams know where we’re going and how to get there through:
- OKR cascading: Company priorities are translated into team OKRs, making goals measurable and role expectations explicit.
- Consistent forums: Quarterly global All Hands and regional All Hands share strategy, progress, and what’s next—including product roadmaps and go‑to‑market updates.
- Data‑driven context: Leaders use KPIs and business metrics to show how each team contributes to growth, with revenue and ARR targets shared in All Hands.
- Transparent communication: Engagement surveys show gains in leadership and manager communication effectiveness, improving clarity on priorities.
- Two‑way input: Regular engagement surveys capture feedback that informs goals, with high participation and structured readouts.
Principle‑led execution: Goals and performance expectations are grounded in Airwallex Operating Principles and reinforced through performance cycles.
