The Performance Enablement Assessment
Is your performance process actually enabling performance?
14 research-based standards.One view of where you are — and where to go next.
See where you are on the journey.
- Rate your organization across 14 performance-enablement standards.
- Discover what's working, where the gaps are, and where to start.
It takes about 4–5 minutes to complete the research-based scorecard.
An effective performance enablement system…
- Captures relevant observations while details are still available.
- Makes feedback useful for deciding what to do next.
- Grounds feedback in the work — not personality judgments.
- Gives employees a way to seek input when they need it.
- Makes recurring manager conversations more than status updates.
- Gives employees meaningful influence over the conversation.
- Makes it safe and routine to raise obstacles early.
- Establishes what meaningful progress looks like before work begins.
- Makes success concrete enough to distinguish progress from non-progress.
- Creates shared expectations before assessment.
- Helps people see how their work connects to something that matters.
- Makes clear when an interaction is developmental versus consequential.
- Gives people clarity about how developmental information will be used.
- Makes responsible experimentation and learning possible.
- Revises goals when circumstances materially change.
- Bases consequential assessment on evidence gathered over time.
- Gives employees a voice before consequential decisions.
- Provides a way to correct inaccurate information.
- Explains consequential decisions in understandable terms.
- Makes sure information gathered actually leads to action.
The assessment looks at organizational conditions, not software use. See the research these standards draw on.