Performance Management
Performance Management
A performance process your managers run on schedule, and your employees can predict.
Review systems, goals and feedback processes that managers will actually use.
The problem
Nobody knows what good looks like in their role. Feedback shows up once a year, or only when something goes wrong. Managers avoid rating honestly, so ratings mean nothing. When someone finally needs to be managed out, there is no record of anything.
What PeopleOps does
PeopleOps designs the performance cycle end to end: expectations by role, goal setting that connects to business priorities, review templates and cadence, calibration guidance for managers, and a performance improvement process that is fair and documented. Then PeopleOps trains managers to run it, because a system nobody uses is not a system.
What you get
- Performance review process and cadence
- Role expectations and goal-setting structure
- Review templates and manager guidance
- Ongoing feedback and check-in practices
- Performance improvement plan process and documentation
- Manager training to run the cycle consistently
Why it matters
Performance clarity is what makes the rest of People work function. It drives development, pay decisions, promotions and exits. Without it, strong performers leave because nothing is recognized and weak performance persists because nothing is documented.
If nobody can say what good looks like, nobody can be held to it.
When to reach out
- Reviews happen when someone remembers to schedule them.
- Nobody can say clearly what good looks like in a given role.
- A termination is coming and there is no written record behind it.
- Promotion and raise decisions are argued case by case.
How We Work
A clear process, start to finish.
Understand
Start by understanding the business, the team, the challenges and the priorities. That means talking with leadership and looking at how People work actually happens today.
Prioritize
Identify the highest-impact People issues and build a practical plan. The plan is sequenced by risk and value, not by what is easiest to check off.
Implement
Work directly with leadership to put the right systems, processes and practices in place. Managers get the training and support to keep them running.
Questions founders ask
Let's Build the People Side of Your Business to Scale.
Whether you're dealing with an immediate workforce challenge or building the HR infrastructure for your next stage of growth, PeopleOps can help.