Simply, it’s about increasing the capability of an organization to implement its business strategy through its people, by clarifying organizational goals and expectations, aligning those expectations with individual efforts, assessing individual performance, and providing feedback on performance against those goals and expectations. For many people, the performance management process is a necessary ‘painful’ exercise conducted on an annual or semi-annual basis to provide an objective basis for promotional and compensation decisions (and sometimes corrective action). We help our clients by making the process less painful and ensuring the effort results in real value.

Why do performance management systems often fall short of expectations? Sometimes it’s because the system is designed from solely a HR point of view rather than from an end-user perspective. In addition, performance management is often seen as something that happens once or twice a year, not an ongoing process.


  • Clarify alignment between the organization’s goals and individual objectives
  • Provide feedback on past performance and guidance on performance expectations for the future
  • Provide a framework for meaningful two-way, ongoing dialogues between the manager and direct report so that the formal feedback is not a surprise
  • Take into account not only what the individual contributes, but how the individual contributes


Audit Process

The Audit Process helps assess a client’s current system against specific criteria we’ve identified for a best-in-class approach. An audit would typically cover the following elements:

  • What does the process look like today?
  • What are current measures for the success of the system?
  • Who “owns” which part(s) of the process?
  • What is the current content for the performance evaluation? Are there areas that are missing or need to be modified to reflect the current business strategy?
  • What does the feedback process look like? What sources of feedback are used as part of the process?
  • At a macro level, how is the current performance management data being used to improve organizational capability?
Design and Implementation Steps

During the design and implementation phases, we work closely with the client create a system that will meet the needs identified in the audit process. These specific steps include:

  • Determine system objectives and success criteria
  • Design the high-level process
  • Determine ownership for the process components
  • Develop the specific tools and system steps
  • Measure results and determine needed refinements
Templates for Feedback and Documentation
  • We have several templates that incorporate the best-practice design elements of performance management. While the specific performance evaluation tool is important, it is less important than the underlying culture and values that guide how individual growth, assessment and feedback are viewed in the organization.
Training and Education
  • Based on the specifics of a performance management consulting engagement, we can provide training to managers on how to assess employee performance, provide feedback, manage differences of opinions, and deliver challenging messages.  We can also provide employees with training on how to get the most from a performance conversation and handling feedback in a way that maximizes the value of the conversation.


Our approaching usually involves a combination of in-person meetings, phone coaching, assessments and interaction with sponsors and other resources as needed.