Performance Management
Connecting Individual Growth with Organizational Goals Through Performance
Our experts provide tailored support for your personal and professional growth. The structured approach aligns individual employee goals with organizational objectives by setting clear expectations and regularly evaluating performance. This process ensures that employees contribute to business success while advancing their own skills and career paths.
A Performance System makes performance transparent by systematically linking it to strategic corporate goals and operationalizing it across the entire organization. It aims to enable employees to perform at their best and to achieve this through defined individual goals in the interests of the company. To increase employee performance, goals are agreed upon, performance is assessed and incentives are created.
Our Offer
We support organizations in designing and implementing performance management systems that are not only effective, but sustainable, transparent, and aligned with their strategic goals. Our approach connects individual performance with business outcomes, so that employees know what is expected, feel empowered to grow and are motivated to contribute meaningfully to the organization’s success.
Our consulting services are rooted in deep, hands-on experience, including the successful implementation of performance management at Deutsche Bahn. At DB, we apply a system called “mein Performance Management” (mPM), which is designed to make performance transparent, encourage continuous dialogue and drive meaningful improvement. This system strengthens accountability and development by integrating performance data, actionable goals and structured multi-perspective feedback. The system is built around four core modules:
Drawing on our DB expertise, we bring proven tools and insights to help organizations design performance management systems that are not just conceptual, but field-tested.
Our Step-by-Step Approach:
Initial Assesment
We begin by analyzing your existing HR and performance management practices. Together, we identify what’s working, where the gaps are, and how performance is currently defined and measured. In this phase, we help you clarify the key goals of your performance management system: What should it enable? What behaviors and outcomes should it drive?
Concept Development
Based on your organizational culture, values, and strategic direction, we develop a performance management concept tailored to your needs. This includes defining roles and responsibilities, performance dimensions, and how goal alignment across teams and functions will be achieved. The goal is to design a system that’s easy to understand, fair, and scalable.
Tool & Process Design
In this step, we translate the concept into concrete tools and processes. We define role-specific KPIs that are linked to business strategy and individual contribution. We design feedback loops that are regular, meaningful, and development-oriented. We also establish clear evaluation methods that support fair and consistent performance conversations across the organization.
Implementation
We guide you through the rollout, starting with a pilot phase to test and refine the system in a controlled environment. We train managers and HR teams to apply the new tools effectively, lead performance dialogues, and support their teams. Our focus is on adoption: ensuring everyone understands the why, what, and how of the new system.
Ongoing Support
Even the best system needs to evolve. We offer ongoing support through regular review workshops, updates to KPIs and tools as business needs change, and coaching for leaders. This ensures your performance management system stays relevant, adds value, and continuously strengthens employee engagement, accountability, and growth.
One example of a previous project
