Performance is more than a number

Each post starts with something you'll probably recognise: a completion rate, a happy sheet score, a talent grid. Then it asks what the number is really telling us, and what it would take to act on the answer.

1

The 100% that didn't matter

Completion rates tell you a process was followed. The spread of ratings, and whether it matches how the business is doing, tells you far more.

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2

Six reports, no story

Many organisations aren't short of people data. The insight sits in the connections between the reports, not in any one of them.

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3

4.6 out of 5

A healthy average can hide a trend that's heading the wrong way. It takes a bit of nerve to ask what the numbers are really saying, and then act on it.

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4

The ladder most HR teams stop on

Four questions to ask of your people data: what happened, why, what's likely to happen next, and what should we do about it. Many teams stop on the first rung.

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5

Moderation can't fix a conversation that never happened

Fairness and consistency matter. But if moderation is the only place the honest conversation happens, it's happening too late.

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6

Belonging is a performance lever

When people feel they matter, they speak up sooner, share problems earlier and stay longer. That's where candour, and performance, starts.

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7

From 9 boxes to 3

Talent reviews can spend hours sorting people and very little time on what happens next. A simpler approach, built for action rather than debate.

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8

Learning that sticks

Great learning isn't about the content. It's about the difference it makes, back at work, at the moment people need to apply it.

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More posts are on the way. When the series finishes, we'll pull it together into one short paper, and it'll be here to read and download.