Author
Builds the People foundations of growing companies — and stays with them until they work day to day.
Co-founder — People & Management
Pay transparency turns a communication choice into a management obligation. The work for an SME is to have levels, bands and written criteria in place before anyone asks.
Ana Reis
Organisational culture is not the statement on the wall. It is the pattern of decisions people have already watched being made, which is also the only place it can be changed.
Ana Reis
Calibration is where ratings stop being one manager's opinion and become comparable across teams. Ninety minutes, a fixed agenda, and every rating explainable to the person who receives it.
Ana Reis
Most management training teaches concepts and changes nothing on Monday. An internal programme of six sessions, built on the company's own routines and templates, does the opposite.
Ana Reis
Four decisions, in order: levels, market position, ranges, then people. The hard part is not drawing the ranges — it is what you do about the ones who fall outside.
Ana Reis
Most one-to-ones are status meetings with two people in them. The fix is not a better template — it is deciding what the meeting is for, then protecting thirty minutes for it.
Ana Reis
A value nobody has ever paid a price for is a preference. The test is whether it has changed a decision that cost something.
Ana Reis
Built too early it is theatre. Built too late you are unwinding two years of individual negotiations. The trigger is more specific than headcount.
Ana Reis
A performance management framework is only as good as the conversation it produces. Here is the whole process, with a review template, a rating scale and twelve example comments.
Ana Reis
Headcount is the wrong trigger. The right one is the point at which People decisions start being expensive to reverse.
Ana Reis
HR delivers processes. An operating system connects them. The difference shows up the first time a performance rating has to justify a pay decision.
Ana Reis
Tell us where the organisation is. We reply with an honest read on whether we can help.