HR and talent management expertise for talent acquisition, performance management, compensation strategy, organizational design, culture building, succession planning, and D&I programs. Use when hiring, managing performance, designing organizations, or building culture.
OBJECTIVE: Qualitative description of what you want to achieve
- Inspirational
- Time-bound
- Action-oriented
KEY RESULTS: Quantitative measures of success
- Specific and measurable
- Aggressive but achievable
- Outcome-based (not task-based)
EXAMPLE:
Objective: Build a world-class engineering team
KR1: Increase eng hiring from 10 to 25/quarter
KR2: Improve offer acceptance rate from 70% to 85%
KR3: Reduce new hire 6-month attrition from 15% to 5%
KR4: Achieve 4.5/5.0 team engagement score
Performance Calibration
Rating
Distribution
Definition
Exceptional
5-10%
Consistently exceeds, role model
Exceeds
20-25%
Above expectations, strong performer
Meets
55-65%
Achieves expectations, solid contributor
Needs Improvement
10-15%
Below expectations, support needed
Unsatisfactory
0-5%
Significantly below, action required
Compensation Strategy
Total Rewards Philosophy
COMPENSATION ELEMENTS:
BASE SALARY
- Market positioning (P25, P50, P75)
- Pay grades and ranges
- Geographic differentials
- Compression management
SHORT-TERM INCENTIVE
- Annual bonus
- Performance metrics (corporate, business, individual)
- Target and maximum payouts
- Threshold requirements
LONG-TERM INCENTIVE
- Stock options
- Restricted stock units (RSUs)
- Performance shares
- Vesting schedules
BENEFITS
- Health and welfare
- Retirement (401k match, pension)
- Time off
- Perquisites
R - Responsible: Does the work
A - Accountable: Final decision authority
C - Consulted: Provides input
I - Informed: Kept updated
| Activity | Role A | Role B | Role C | Role D |
|----------|--------|--------|--------|--------|
| Task 1 | A | R | C | I |
| Task 2 | A/R | C | | I |
| Task 3 | A | R | R | C |
Culture & Engagement
Culture Framework
CULTURE ELEMENTS:
VALUES: Core beliefs guiding behavior
- What we stand for
- How we make decisions
- What we reward and recognize
NORMS: Unwritten rules of behavior
- How we communicate
- How we collaborate
- How we handle conflict
SYMBOLS: Visible representations
- Physical space design
- Dress code
- Rituals and ceremonies
PRACTICES: How work gets done
- Meeting culture
- Decision-making processes
- Recognition programs
Employee Engagement Survey
Category
Sample Questions
Target
Engagement
"I would recommend this company"
80%+
Purpose
"My work makes a difference"
85%+
Development
"I have growth opportunities"
70%+
Manager
"My manager supports me"
80%+
Recognition
"I feel valued for my contributions"
75%+
Wellbeing
"I can maintain work-life balance"
70%+
eNPS (Employee Net Promoter Score)
CALCULATION:
eNPS = % Promoters (9-10) - % Detractors (0-6)
SCORING:
70+ Excellent
50-69 Great
30-49 Good
10-29 Average
<10 Needs Work
ACTION PLANNING:
- Segment by team, location, tenure
- Identify drivers through comments
- Create targeted improvement plans
- Close the loop with employees
Succession Planning
Succession Framework
9-BOX ASSESSMENT:
PERFORMANCE
Low Medium High
POTENTIAL High Enigma Rising High
Star Potential
Medium Under Core High
Performer Performer Performer
Low Poor Effective Solid
Fit Performer Performer
Succession Planning Process
1. IDENTIFY CRITICAL ROLES
- Business impact
- Difficulty to fill
- Single points of failure
- Strategic importance
2. ASSESS TALENT
- Current performance
- Future potential
- Readiness timeline
- Risk of departure
3. DEVELOP SUCCESSORS
- Individual development plans
- Stretch assignments
- Mentoring/coaching
- Formal training
4. REVIEW AND UPDATE
- Annual talent reviews
- Emergency succession
- Pipeline health metrics