HR & ORGANIZATION
Set goals people understand and review them fairly every month
When goals are vague, appraisals turn into opinion. People feel judged on things they were never told, and strong performers see little difference from average ones. Clear responsibilities and measures make conversations about performance easier for everyone.
We define key result areas for each role, translate them into a few measurable indicators and build a light review rhythm. We keep the system small enough for a busy manager to use. Where incentives are involved, we link them to measures people can influence.
Discuss your business ↗WHAT WE DO
Practical support,
step by step.
- 01Clarify the purpose of each role and the main result areas it should deliver
- 02Select two to five measurable indicators per role, such as orders closed, on-time dispatch or error rate
- 03Check that targets are realistic by looking at past data and talking to the people concerned
- 04Design simple scorecards for individuals and teams in a spreadsheet or your HR tool
- 05Set the review cycle: weekly check-ins, monthly scorecard review and a periodic formal appraisal
- 06Train managers to give specific, respectful feedback and to hold a difficult conversation
- 07Draft how performance links to increments, bonuses or development plans, for your approval
- 08Review the system after one cycle and remove measures that are not useful
WHAT YOU RECEIVE
Outputs you
can use.
- KRA and KPI sheets by role
- Individual and team scorecard templates
- Review calendar and meeting formats
- Manager feedback guide
- Performance and reward linkage proposal
Final deliverables depend on the agreed scope.
WHO THIS IS FOR
Businesses where appraisals feel arbitrary, owners who cannot tell who is performing, and teams moving from informal supervision to managers running their own groups.
LET’S MOVE YOUR BUSINESS FORWARD
