KPI & OKR design
Clear, measurable goals for every role, cascaded from the business plan.
Performance management systems
Performance systems people actually use.
Practical PMS frameworks that connect every role to business goals: KPIs, OKRs and appraisal cycles designed for managers, not for filing.
Overview
If it can’t be run by a busy manager, it won’t be run.
Many performance management systems fail for the same reason: they are designed as documents rather than as habits. Forms are long, goals are vague, reviews happen once a year and nobody connects the ratings to the business. Employees see the process as a formality and managers see it as paperwork.
Good Human Consultants builds performance systems around how your business really makes money. We translate strategy into a small set of measurable KPIs or OKRs for each role, design appraisal cycles that fit your calendar, and create simple tools that managers can use in a single conversation.
We link performance to development, recognition and pay in a way that is transparent and defensible, and we train managers to give feedback that improves results. Where it helps, we build the system into a custom PMS platform so goals, check-ins and reviews live in one place.
What’s included
What our PMS practice covers
KPI, OKR and appraisal frameworks tied to business goals, not theory-heavy templates.
Appraisal frameworks
Review cycles, rating scales and calibration that feel fair and consistent.
Accountability systems
Regular check-ins and dashboards that keep goals visible all year.
Productivity models
Benchmarks that show what good looks like in each function.
Reward linkage
Transparent links between performance, increments and incentives.
Manager training
Practical coaching on setting goals and giving useful feedback.
How we work
How we build a PMS
A clear, structured process with no surprises.
Align
We start from strategy and agree what the business must achieve.
Define
We write role-level KPIs or OKRs with the people who own them.
Launch
We roll out the cycle, the tools and manager training.
Refine
After the first cycle, we calibrate and improve.
Questions
Frequently asked.
Can’t find what you’re looking for? Write to us and a consultant will reply.
Should we use KPIs or OKRs?
KPIs suit roles with stable, measurable outputs, while OKRs suit teams pursuing change or growth. Most organisations benefit from a blend, and we recommend the mix that fits each function.
How often should performance be reviewed?
We recommend short monthly or quarterly check-ins with a formal annual or half-yearly review. Frequent conversations prevent surprises and make the formal review faster and fairer.
Can you link performance to increments and incentives?
Yes. We design transparent linkages so employees understand how performance affects pay, and so decisions are consistent across managers.
Can the PMS be digital?
Yes. We can configure your system in an existing tool or build a custom PMS platform through our HR technology practice.
Begin a conversation
Every engagement starts with listening. Tell us where your organisation is headed, and we’ll respond within one working day.