Move from siloed performance conversations to shared standards that travel across teams and geographies.
Standardize on a small set of ratings, behaviors, and value signals so feedback reads the same in engineering, product, and operations.
Publish examples and counter-examples per rating to align interpretation across managers.
Include a cross-department reviewer to spot rating drift and ensure comparable bar-raising.
Use the 3x3 grid to visualize distribution by team; watch for clusters that suggest bias or over-indexing on one trait.
Deliver feedback with impact statements, observed behaviors, and agreed next steps—avoid generic “meets expectations.”
Follow up after calibration to confirm employees heard consistent messages from all leaders involved.
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Human capital is the advantage. As AI accelerates, calibrating people—roles, readiness, and growth—matters more than the tools themselves.
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How to nominate successors, set readiness horizons, and build growth plans without pre-selecting “heirs.”
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Turn annual sessions into a rolling cadence with checkpoints, leading indicators, and transparent follow-through.
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Keep your teams aligned with a shared grid, guided forms, and role-aware access. Start now or jump straight back into the dashboard.