TTS_05Team & Talent System™ 6–8 weeks build, semi-annual cycles

Performance & Talent Reviews

9-Box, calibration discipline, OKR cascade and PIP rigor that holds in a court and a board room.

Why it matters

Without calibration and PIP rigor, performance management becomes managers playing favorites and exits become legal landmines. This module installs the review OS used by mature operating companies.

Scope covered

9-Box grid (performance × potential) with quarterly calibration

OKR / KPI cascade — corporate → team → individual

30 / 60 / 90-day PIP framework with evidence standards

Calibration guardrails — forced-distribution, manager bias controls

Succession planning — ready-now / 1yr / 2yr per critical role

Talent Review cadence — semi-annual deep-dive, quarterly check-ins

Performance-to-comp linkage (merit cycle, bonus pool, equity refresh)

How we run it

Our methodology

A senior-led delivery sequence — not a template dump. Each phase is operated with your team, not handed over as a deck.

1
Performance philosophy & rubric
Week 1–2
Lock the philosophy (continuous vs cyclical), rating scale and the explicit behaviours per level.
2
Goal-setting & OKR linkage
Week 2–4
Cascade company OKRs into team and individual goals with quarterly check-in cadence.
3
Calibration & talent reviews
Week 4–5
Design manager calibration, 9-box talent reviews and succession-planning rituals — bias-controlled.
4
Comp & promotion linkage
Week 5–6
Tie performance outcomes to merit, equity refresh and promotion decisions with documented rationale.
5
Manager enablement & rollout
Week 6–8
Train managers on feedback, calibration and difficult conversations; run the first end-to-end cycle live.