Performance Culture Consulting
Partnering on people-led growth.
Why this service exists
This is where we partner with the growth of the business. We ask one question: what will help this business grow faster, from a people perspective? Better people capability, and better people performance, lead to better business performance, and we measure the increase.
The way a business drives performance is at the heart of how it is run. When leaders at every level drive performance as owners do, the business moves faster. That happens when four things work together:
Growth
Goals
Ownership
Metrics
Rewards
Get this cycle right, and it becomes the engine of growth. Small improvements, made daily, compound across teams and across the year.
Why we designed it this way
- Business first: we start from your business goals, not an HR template.
- Tailored: every engagement is designed around your stage and your people.
- Measured: we track how people performance shows up in business results.
- Connected: the systems we design can be run by your team, or by HR on Wheels.
What you get
Written KRAs for every role; a performance calendar that runs on time; pay and incentives linked to performance; a clear view of top performers and those who need support; a plan to build talent density; a development plan for Level 2 leaders; a dashboard linking people performance to business results.
How an engagement runs
Understand
Design
Embed
Measure
What we cover
Role Architecture
- Organisation structure and reporting lines
- Role definitions and job descriptions
- KRAs and KPIs for every role
- Areas of responsibility and accountability mapping
- Decision rights
- Grading and levelling structures
Performance Cycle
- Goal setting cascaded from business goals
- Goal alignment across teams
- Review cadence strategy
- Appraisal process and form design
- Rating scales and calibration
- Manager training on reviews and feedback
- Annual performance calendar formulation
Reward Architecture
(Pay for performance)
- Pay bands and salary structures
- Increment frameworks linked to performance
- Incentive and variable pay schemes
- Bonus design
- Long-term incentives and ESOP structuring
- Recognition programs
Talent Density
(Working with top and bottom performers)
- Building talent density in critical roles
- Working with top and bottom performers
- Talent reviews and potential mapping
- Identifying high performers and high potentials
- Retention plans for top talent
- Critical role identification and development plans
- Performance improvement plans, framed as support
Second-Line Leadership
(Building the capability of Level 2)
- Leadership capability assessment
- Leadership development programs and workshops
- First-time manager programs
- Moving decision rights from founder to Level 2
- Succession planning for critical roles
People-to-Business Metrics
- People metrics linked to business goals
- Revenue and productivity per employee
- Attrition and retention analysis
- Performance distribution analysis
- People cost as a share of revenue
- People dashboards for leadership reviews