Performance reviews that
drive business impact.
A framework for getting it right the first time. Move away from "lightweight" reviews that only check a box and rarely deliver results worth the effort.
Book a Free Intro CallThe Inflection Point
Growth is not just adding people. The DNA of your organization changes at every stage — whether you plan for it or not.
Top 10%
Without stretch and visibility, high performers coast and disengage. You find out when they give notice.
Underperformers
As you grow, underperformance hides more easily. Carried performers drag teams down and cost real money.
The cost of getting this wrong is not just wasted time. A failed first cycle sets a cultural precedent that reviews are performative — nearly impossible to undo.
The Foundation
A review cycle only works if it works for everyone in the room. Most cycles are designed from the company's perspective only. When the other two stakeholders don't get something real out of the process, they disengage and data quality collapses at the source.
Employees
Need to leave feeling seen, clear on their strengths, and genuinely motivated to drive their own growth.
The question that gets answered
"Am I valued here, and is there a path forward for me?"
Managers
Need to understand what they are doing that is working, and what their team needs differently from them.
The question that gets answered
"How am I landing with my team, and what do they need from me differently?"
Leadership
Need to see who is multiplying the organization and who is limiting it, with data to make fast, confident decisions.
The question that gets answered
"Who is driving this company forward, and who is holding it back?"
Who This Is For
Starting Fresh
You've never run a formal review cycle and want to get it right from the start. Things have worked by feel, but you're starting to feel the gaps — who's performing, who's plateauing, what your managers actually think.
Starting Over
You've run reviews before, but they were performative and everyone knew it. You need a process that actually produces insight and makes people feel it was worth their time.
Scaling Fast
Your team is changing and you need to know who's ready to grow with the company — who's multiplying the org, who needs investment, and where the risks are before they become problems.
Six Pitfalls I Help You Avoid
These are the patterns that show up in first review cycles. Each one is preventable — but only if the cycle is designed correctly before a single question is written.
System before strategy
Choosing a tool before deciding what data you need produces the wrong information, or information no one acts on.
Treating employees as subjects, not participants
Most review processes extract information rather than giving employees something in return. When people feel evaluated rather than invested in, they answer accordingly.
Questions that ask employees to report, not reflect
Most review questions start with the past and stay there. A well-designed question pivots to ownership over the future.
Upward feedback no one believes in
When employees don't trust that feedback leads anywhere, they hedge. The right design turns upward feedback from noise into real signal.
Leaving managers to figure it out
Generic feedback produces no behavior change. Managers need specific frameworks for every performance scenario they will encounter.
Comms as a launch announcement
A kickoff email and deadline reminder don't create conditions for quality. Communication has to be woven into existing rhythms, not bolted on.
What You Walk Away With
Built on Signal's methodology, layered with your culture, your values, and what your business needs to know.
Question Set — Built for Your Company
Every question engineered toward a specific outcome across self, manager, and upward review — grounded in your values, not a generic framework.
System Configuration
Everything configured in Rippling, Lattice, or whichever system you use — with a timeline and milestone calendar so nothing falls through.
Talent Decisions Framework
The 'what do we do with this data' phase. A structured process to move from feedback to action: investment, hard conversations, risk identification.
Interactive Employee & Manager Guides
Employees get a guide that answers every question before they ask it. Managers get a scenario playbook for every hard conversation they'll face.
Manager Training Materials
Structured training and scenario playbook covering high performers, growth-stage, and underperformers. Where the cycle pays off or doesn't.
Communications Strategy & Materials
Phased comms woven into existing rhythms — not a launch email. All-hands deck, orientation, leadership briefing, FAQ. Content is mine; rollout is yours.
The Engagement — Four Phases
Strategy & Question Design
Define what the cycle is for and engineer every question toward a specific outcome for employees, managers, and leadership.
Configuration & Infrastructure
Pure execution. System configured, guides built, timeline set. Everything ready to run.
Communications Strategy
Phased comms woven into your rhythms. All content provided; your team facilitates.
Manager Training
Scenario playbook for every hard conversation. Where the cycle pays off — or doesn't.
"The difference between a cycle that produces clarity and one that generates 200 pieces of vague feedback nobody acts on comes entirely down to intentional design — knowing what you need, building toward it, and equipping every person in the process to do their part well."
Sophie Galant
Signal · People Strategy & Performance
Ready to build a review cycle that actually works?
Book a free 30-minute intro call. No pitch, just a conversation.
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