Performance management, KPI and employee assessment
We help companies create clear performance management systems for employees, managers, teams and the business. We develop KPI, goals, assessment forms, scales, performance review processes, feedback tools, 1:1, 360° feedback, 9-box matrix and performance improvement plans so that assessment stops being a formality and becomes a real management tool.
At a glance
Business owners, CEOs, HR directors, functional leaders, HR Business Partners and management teams
Audit → system design → tool development → training → implementation
Defined after analyzing existing KPI, assessment processes and the company’s management maturity
Performance management system, KPI matrices, assessment forms, scales, feedback tools, 1:1 and performance improvement plans
For whom
- Companies that need to connect business goals, KPI, team work and individual employee performance
- Business owners, CEOs and managers who need to see not only employee activity, but the real contribution to results
- HR directors and HR teams that need to build a clear, fair and applicable performance assessment process
When you need it
- KPI exist formally, are not connected to business goals or do not help managers manage results
- Performance assessment is conducted irregularly, subjectively or is perceived by employees as a bureaucratic procedure
- Managers set goals, give feedback and discuss results with employees in different ways
- The company does not have a clear system for improving results, working with low performance, developing strong employees and making talent decisions
What's included
- Audit of existing KPI, goals, performance assessment processes and management practices
- Development of a performance management system for employees, managers, teams and the business
- Development of KPI for roles, departments and managers, as well as KPI matrices
- Development of SMART goals, MBO / OKR approaches and balanced scorecard elements
- Development of the performance assessment process, assessment forms, scales and rules for conducting performance review meetings
- Development of 180° / 270° / 360° feedback tools, 9-box matrix and other assessment tools
- Development of performance improvement plans and the logic of working with low, stable and high performance
- Training managers in goal setting, feedback, performance conversations and conducting regular 1:1 meetings
What you get
A performance management system
A clear logic that connects business goals, KPI, team results, individual performance and management decisions.
Working KPI and assessment tools
KPI matrices, assessment forms, scales, feedback tools and assessment tools that can be used in real management practice.
Stronger management conversations
Managers who know how to set goals, discuss results, give feedback, conduct 1:1 and talk to employees about performance not formally, but substantively.
A foundation for development and people decisions
Data and tools for employee development, working with low performance, identifying talent, succession planning and making more evidence-based HR decisions.
How we work
- 01
Diagnostics
We study existing KPI, goals, assessment forms, management practices, the feedback process, the regularity of 1:1 and how the company currently makes decisions about employee performance.
- 02
Design
We develop the target performance management system: KPI, goals, assessment forms, scales, feedback tools, 9-box, performance improvement plans and the logic of performance conversations.
- 03
Implementation
We help launch the system into work, train managers in goal setting, feedback, conducting performance review meetings, 1:1 and using assessment tools.
- 04
Sustain
We collect feedback after the first application cycles, adjust the tools, clarify the rules and help the company avoid returning to formal assessment for the sake of assessment.
Q&A
How does development of a performance management system start?+
We start with diagnostics: we analyze current goals, KPI, assessment forms, management practices, feedback quality and what decisions the company wants to make based on performance assessment. After that, we determine what system needs to be developed or improved.
Can we start only with KPI, without the full assessment system?+
Yes. We can start with KPI for roles, departments or managers. But it is important to understand that KPI work better when connected to goal setting, regular feedback, performance review meetings, 1:1 and management decisions based on results.
How do we make sure performance assessment does not become a formality?+
This requires clear criteria, realistic KPI, prepared managers, regular conversations about results, and a connection between assessment, development and management decisions. We develop not only forms, but also the logic of using the system.
Do managers need training to work with the new system?+
Yes. Even a well-designed system will not work if managers do not know how to set goals, give feedback, conduct performance conversations, discuss difficult results and use assessment tools consistently and in the same way.