Core service · Performance and transformation
Turn strategy into measurable results, every day
In growing companies, the problem is rarely the objectives themselves; it is the gap between objectives and day-to-day work. We rebuild your performance system, your organisation and your projects so that they all work towards the same goals.
Book an introductory call30 minutes
Up to 25%Efficiency gains through restructuring and process redesign
Up to €20MTransformation programmes led by our founder
PRINCE2®Certified programme and project management
Who this is for
Where this service makes the difference
**Companies without a performance system, or with one that only exists on paper,** that want to cascade objectives to individuals and measure them fairly.
**Groups managing multiple companies or a large project portfolio** that need programme and PMO discipline.
Companies going through restructuring, a merger or a move to a new operating model
What we typically hear
Does this sound familiar?
The year-end review has become a formality.
When objectives are discussed once a year and then forgotten, the performance system creates frustration rather than motivation.
It's not clear who is responsible for what.
As growth accelerates, roles overlap, decisions slow down and the workload lands on a few shoulders.
Projects are always late and over budget.
Without prioritisation, governance and regular reporting, every project is urgent and none gets finished.
People don't know what's expected of them.
Without clear expectations, regular feedback and fair recognition, even the best people disengage.
Three areas of expertise
Corporate and individual performance management
- Company, department and individual objectives aligned with strategy; KPI and OKR design
- Appraisal methods and regular feedback processes
- Performance improvement plans, training and development programmes
- Performance-based pay and reward policies
- Moving performance management onto a digital platform
- A performance culture that starts with leadership
Organisation and process design
- Operating model and organisational structure
- Roles, authorities and responsibilities
- Process analysis, redesign and efficiency
- Governance and decision-making
Programme and PMO leadership
- Programme and project management using PRINCE2®, Agile and hybrid approaches
- PMO set-up, project portfolio management and prioritisation
- End-to-end leadership of transformation programmes
- Regular progress and risk reporting to the board
How we work
Four steps, from design to lasting habit
- 1
Diagnosis
Analysis of current objectives, organisation, processes and project portfolio; interviews with managers and employees.
Deliverablecurrent-state report and priority improvement areas - 2
Design
A performance system, organisational structure, process set or PMO model designed specifically for your company.
Deliverablea model ready for approval, with an implementation plan - 3
Implementation
Pilot, migration to a digital platform, training for managers and employees, and running the first cycle together.
Deliverablea live, working system - 4
Embedding
Regular reviews, continuous improvement and ownership of the system within the company.
Deliverablea management rhythm that runs on its own
From the field
Related case studies
Digital performance management
At a holding active in manufacturing and services, a corporate and individual performance management system went live on a digital platform, with KPIs defined and measured at company, department and individual level.
Restructuring roadmap
At the foreign trade company of one of Türkiye's leading holdings, we analysed organisational structure, processes and capabilities and developed a comprehensive development roadmap for sustainable growth.
Digitalising product development
To improve the product life cycle, a Stage-Gate model was introduced and the process moved onto a digital platform, reducing errors and improving effectiveness and efficiency in product development.
Frequently asked questions
Your questions, answered
Do you recommend a specific performance management software?
No, we are software-agnostic. We design the system first, then implement it on your existing HR platform or the platform that best fits your needs. For companies that want to measure employee engagement, we also offer our Motiv8 solution.
KPIs or OKRs?
It depends on how your company works. KPIs suit companies with stable operations; OKRs suit fast-moving teams with ambitious goals. Most often we recommend a balanced combination of both.
Does this cover pay and bonus schemes?
Yes. Linking performance outcomes to a fair and transparent pay and reward policy is essential for the system's credibility.
Can you lead just a programme or a PMO?
Yes. We can take on the management of an ongoing transformation programme, or a PMO set-up, as a standalone engagement.
Contact
Let's close the gap between objectives and day-to-day work
Tell us about your organisation, your performance system or the transformation you are running in a 30-minute call.