We design performance systems that people actually use — a clear line of sight from company strategy to the individual scorecard, a rating model managers can defend, and a review cycle that fits the operating rhythm of the business.
The work covers the framework, the forms, the calibration process and the manager coaching needed to make conversations honest and useful.
What This Includes
- Goal cascade from strategy to individual
- Scorecard and rating model design
- Review cycle and calendar
- Calibration and moderation process
- Manager coaching on review conversations
What You Get
- Performance conversations that change behaviour
- Defensible, consistent ratings
- Clear link between contribution and reward