Performance management
We design performance systems leaders actually want to use.
Many organizations have performance systems that generate data but not conversations. Forms filled once a year and filed away. Evaluations leaders do out of obligation and collaborators receive without clarity. We design models leaders want to use because they connect individual performance to real business strategy.
Design or redesign of the performance management model Strategic objectives cascaded by area and person 90°, 180°, or 360° evaluation implementation Feedback workshops for leaders and collaborators Consulting on underperformance and difficult conversations Full cycle follow-up with adoption metrics 
Energy Annual evaluation system with low leader adoption and no connection to strategic company objectives.
Intervention:
Performance model redesign with OKRs, feedback workshops, and full cycle support.
Result:
System adoption rose from 45% to 91% in the first cycle. 80% of collaborators reported clarity on objectives in the follow-up survey.
If the answer is forms, it is time to change something. Let us talk about your situation.
A full diagnosis takes six to eight weeks. A transformation with ongoing support can extend six months to a year, with visible results often in the first ninety days.
It depends on your context. We recommend what fits your strategy, maturity, and leadership culture — often a hybrid.
With clear criteria, documented conversations, support plans, and escalation paths leaders can actually follow.
Yes. Starting from scratch often makes adoption easier because there are no bad habits to unlearn.
