Our Individual Performance Management consulting service ensures that employee performance is measured, developed, and sustainably managed in line with your organization’s strategic goals.
Throughout the process, mechanisms for goal-setting, feedback, evaluation, and development planning are simplified, clarified, and structured to enhance employee engagement.
Why Invest in Individual Performance Management Consulting?
Over the past 20 years, we’ve listened to hundreds of organizations share their sincere frustrations—and we've offered field-tested solutions in return.
Here’s what we've heard from you—and how we’ve helped:
| No. | Challenge | Solution | Next Step |
|---|---|---|---|
| 1 | “Everyone seems busy, but we have no idea how performance is being measured.” | Goals are clarified, and measurable performance criteria are defined. | Are your performance criteria too abstract? Let’s make them tangible together. |
| 2 | “We conduct performance reviews every year, but nobody takes them seriously.” | A culture of meaningful, regular, and constructive feedback is built. | Is your feedback culture in need of an upgrade? Let’s talk today. |
| 3 | “Goals are handed down from the top. Employees don’t feel ownership.” | Goals are co-created with employees to increase buy-in and accountability. | Want to make your goal-setting process more employee-centered? |
| 4 | “Two people doing the same job receive very different ratings—it's seen as unfair.” | Evaluation criteria are standardized to build a fair and transparent system. | Need help ensuring fairness in performance assessments? Let’s discuss. |
| 5 | “High performers go unrecognized. Poor performance is tolerated.” | High-impact performers are recognized, and clear mechanisms are built to address low performance. | Want a system that manages performance gaps effectively? |
| 6 | “Performance reviews happen once a year—and just feel like a formality.” | A continuous performance management approach is introduced. | Interested in a system that supports year-round development? |
| 7 | “Managers avoid giving feedback—or simply don’t know how.” | Feedback skills are developed through tailored leadership training. | Shall we strengthen your managers' feedback muscles together? |
What We Do: Key Consulting Steps
We guide organizations in building effective, future-ready performance management systems by aligning goals, evaluation, feedback, and development processes with strategy and culture.
1. Current System Assessment
We conduct a full diagnostic of your existing performance management system and all its components:
- 1.1 Goal-Setting Process Review: Analyze how, when, and with whom goals are set; assess alignment with strategic goals.
- 1.2 Evaluation System Review: Examine scoring methods and evaluation criteria; measure perceptions of fairness and trust in the process.
- 1.3 Feedback and Development Culture Review: Analyze frequency, content, and effectiveness of feedback; assess integration into development plans.
2. Strategic Alignment
We align the performance system with your organization’s priorities and values:
- 2.1 Alignment with Corporate Strategy: Ensure goals are aligned with the organization's vision and strategic priorities; integrate KPIs into the system.
- 2.2 Integration with Talent Management: Strengthen links between performance outcomes and promotion, development, succession, and compensation systems.
- 2.3 Cultural and Behavioral Alignment: Incorporate company culture and behavioral competencies into evaluation criteria.
3. Next-Gen Performance System Design
We co-design a customized, actionable, and sustainable performance management system:
- 3.1 Performance Measurement Methodology: Define the best-fit model (competency-based, goal-based, or hybrid) for your organization.
- 3.2 Goal Cascade Model: Create a cascading goal structure across company, department, and individual levels.
- 3.3 Feedback & Evaluation Cycle: Build a development-focused, year-round cycle (e.g., quarterly mini check-ins).
- 3.4 Scoring & Criteria Standardization: Develop role-based performance criteria and establish a transparent, easy-to-understand scoring system.
- 3.5 Individual Development Planning (Optional): Create personal development plans supported by training, coaching, and mentoring tools.
4. Transition & Implementation Roadmap
We guide you through a smooth and effective transition to the new performance management system:
- 4.1 Pilot Programs & Feedback: Test the system in small units and refine it through feedback loops.
- 4.2 Training & Role Orientation: Train managers on goal-setting, evaluation, and feedback skills; inform employees clearly about the new system.
- 4.3 Rollout Plan & Communication: Communicate the rationale, benefits, and expectations openly; define timelines and responsibilities clearly.
What You Receive: Consulting Project Deliverables
In-depth System Assessment Report
Custom Performance Management Model
Goal–Competency–Performance Matrix
Year-Round Performance Calendar & Communication Plan
Manager Feedback Training Program
How We Work:
Our Consulting Methodology
In-Depth Interviews & Surveys
We conduct one-on-one interviews and perception analyses to understand how the system is experienced on the ground.
Performance Management Maturity Assessment
We determine the current maturity level and identify areas for growth.
Feedback & Role-Based Competency Model
We collect feedback not only top-down, but also horizontally and bottom-up. Custom competency sets are developed for each role.
Workshops & Co-Design Sessions
We co-create the new system with managers and HR professionals in dynamic workshop settings.
Role Plays & Feedback Practice
We equip managers with hands-on, practical feedback skills—not just theory.
