Performance & Accountability System Pillars

Define who owns individual performance and how it’s run

• Establish clear accountability exec → manager → individual
• Define performance ownership (no ambiguity)
• Set operating cadence (weekly, monthly, quarterly)
• Align on how performance decisions are made

Make impact measurable and visible across leadership teams

• Translate role scorecards into live performance metrics
• Define how performance is tracked (KPIs + qualitative)
• Create simple, consistent scorecards across teams
• Ensure visibility into performance at all levels

Build framework to help managers actually manage

• Define expectations for 1:1s, check-ins, and progress
• Create simple frameworks for outcomes and priorities
• Establish consistency in performance evaluations
• Shift from task oversight → outcome ownership

Create rhythm and consistency

• Weekly execution tracking (progress vs. outcomes)
• Monthly performance alignment (course correction)
• Quarterly performance reviews tied to business goals
• Eliminate ad hoc or reactive performance conversations

Enable manager to act early & effectively

• Define how feedback is delivered (clear, direct, actionable)
• Create structured coaching approaches for improvement
• Identify underperformance early with clear signals
• Establish intervention paths (coach, adjust, or exit)

Connect talent to outcomes

• Track performance trends across individuals and teams
• Link performance to revenue, delivery, and product metrics
• Identify patterns (what drives success vs. failure)
• Enable data-driven decisions on talent and team structure