Performance Management System

Who this is for

50+ headcount companies where reviews are either non-existent or universally disliked, where managers don’t know how to coach, or where there’s a performance management tool nobody opens.

The problem

Performance management at scale-ups usually fails three ways: too heavy (corporate-style annual reviews managers avoid), too light (vibes-based, no structure), or tooling-led (bought software, never built process). The result is unclear expectations, inconsistent feedback, and compensation decisions that feel arbitrary.

What you get

• Competency framework — role-specific, levelled, written in plain language
• Review cadence design (typically quarterly check-ins + lightweight annual)
• Calibration process and facilitator guide
• Manager training: feedback skills, calibration, difficult conversations
• Tooling decision support — configure what you have or recommend a stack
• Documentation, templates, and a rollout communications plan
• Connection to your compensation review process

How it works

10 weeks
Weeks 1–2	discovery and competency framework draft
Weeks 3–5	review cadence and calibration design
Weeks 6–8	manager training and tool configuration
Weeks 9–10	rollout support and first cycle facilitation