How We Move
Renaissance Park & Vespera · How our team works

How We Move

Six principles, one idea: a strong team that holds its own standard grows faster, and everyone in it shares more of what it earns. Tap any part of the wheel to see what each principle means in plain words.

A wheel: hire the best, hone skills, stay flexible, work well together, all feeding shared fruits in the middle. The standard is the ring around the wheel, and that ring is the company; it grows as the shared fruit grows. Partners push in from outside. THE COMPANY = OUR STANDARD · 2 Shared fruits ×1.0 Hire the best 1 Grow skills 5 Flex to the need 6 Work together 3 Partner 4
the loop we run the company: our standard help from outside app in charge good people below the standard left for a better offer

Every lap makes the shared fruit bigger. A bigger fruit draws more good people, more people turn the loop faster, and the good people who stay grow bigger with it.

Or make one part fail at once:

Why
Looks like
You do
It is not
Carried by
Shared fruits

Keep all six, and the circle keeps getting bigger

The circle is what we earn together and share. Each year adds a ring, like the rings of a tree. Turn off any one principle to see what happens when one part fails.

A circle of shared fruits that grows each year while all six principles are kept, and shrinks when they are not.

Illustration only. With all six kept, the circle grows about 25% a year. If even one part fails, it halves every year until there is nothing left to share.

Why principle 2 matters

When we tolerate non-performers, the good ones leave

Same team, same start. One path keeps people who stay below the standard. The other holds the standard. Press play, or drag through the years.

We tolerate
What we have built

We hold the standard
What we have built

performs to the standardbelow the standardgood person who left

Sayang. The people who built it are the ones who walk out, and what they built goes with them.

An illustration of how it usually goes, not a forecast of our numbers.

Try it

See two of the principles in numbers

These are simple illustrations to show the idea. They are not our real figures.

What does one non-performer cost you?

A team of 10 shares what it earns. Move the slider to add people who stay below the standard.

Your share if we keep them
Your share if we hold the standard

Assumes a person below the standard does about a third of the work, and slows each teammate by about 6% (re-doing, waiting, covering).

Partner, or do it ourselves?

Both are right at different times. Pick one to compare.

Rule of thumb: partner when speed matters now. Build our own skill when we will need it again and again.

How we decide what a role is worth

Principle 1 in practice. Move the sliders: the more value a role creates, the more pay we can justify.

value for every ₱1 of pay

Can we pay this much? is the most this role's value supports at our 3× target.

Example figures. "Value" means what the role earns, saves or makes possible for the company, such as sales closed, costs cut, or hours of work removed.

What this asks of each of us

Six commitments