People+Performance
Working Together
Where people stay, leaders grow, and results are delivered!
How much money is your company losing every year without realizing it?
$7 Trillion is lost every year
When people disengage and execution breaks down.
The Cost of People
2x salary
to replace one top performer
75%
leave because of their manager - not the company
1 in 5 employees
are actively disengaged at work
Sources: Gallup - Harvard Business Review - McKinsey
The Cost of Performance
30% of revenue
lost to poor execution
86%
fail to execute strategy consistently
40% of time
spent on work that does not move the business
This is what happens when organizations try to manage performance without designing how people learn, adapt, and execute together.
Create a workplace where people want to stay and succeed
Engaged teams stay longer, perform better, and drive growth. Our methodology links employee motivation to company goals, turning engagement into measurable success and sustained business results.
Lider
Map leadership competencies with our 360° Assessment across 19 dimensions
7
36
72
Team
Gamify execution with rewards, recognition, and real-time goal tracking
Results
Company profit delivered on time
Real-World Impact: Sustainable wins in revenue, costs, and customer satisfaction
Executive leaks today
Target
20%+ Expansion Revenue
Execution gap
$480k revenue gap driven by an increase in the average deal cycle from 42 to 61 days, caused by delayed pricing conversations and postponed contract renegotiations with existing accounts.
P+P fixes
Leadership Insight
Real-time visibility
P+P analytics and 360º leadership feedback revealed that Sales Directors were avoiding price escalation discussions with procurement stakeholders, and Regional Managers were postponing renewal conversations until customers initiated contact.
Winning reinforcement
P+P makes proactive pricing conversations and early renewal outreach a clear priority and recognized in sales cycle—helping managers address deal stalls 12 days earlier, reducing deal cycle by 20%, and reducing last-minute discounting pressure to reach sales goals.
"When leaders understand their competencies and teams are incentivized to deliver, company goals are achieved on time — turning engagement into profit."
What we believe instead Because performance breaks when people stop believing their work truly matters!
When goals are clear, autonomy works.
When progress is visible, learning compounds.
When leadership is honest, people stay.
This is why we do what we do!
Test the interactive assessment bellow yourself!
Answer the questions in the Self Assessment to continue
SelfAssessment
👋 John Doe, This is a quick preview of the Responsible Leadership assessment. Rate how much each statement reflects your current behaviour.
Please answer the following questions:
I question broad contexts and blind spots that may affect my leadership.
I listen to my team members with empathy, seeking to understand their emotions and perspectives.
I reflect on the organizational purpose and its personal meaning during team interactions.
I promote collaborative networks based on trust, autonomy, and sustainable performance (Profit, People, and Planet).
How does the Self assessment work?
We send automated emails to each leader, inviting them to begin the survey.
Leaders quickly evaluate their own behaviors and gain a clear view of how they lead today.
Our science-backed framework covers 19 competencies across four dimensions. Fixed questions and scales ensure fair comparisons.
Used by organizations across industries
Leadership teams in healthcare, technology, education, and professional services have used this assessment in leadership evaluations and executive development programs.
Latest Insights
Frequently Asked Questions
What problem does People + Performance solve?
People + Performance helps organizations close the gap between strategy and execution. It addresses disengagement, unclear priorities, and misaligned leadership that cause effort to be wasted and results to fall short.
How is People + Performance different from OKRs or performance management tools?
OKRs and performance tools track goals. People + Performance focuses on how people execute, learn, and lead while pursuing those goals. It connects outcomes, leadership behavior, and learning—rather than just measuring activity.
Who is People + Performance designed for?
People + Performance is designed for CEOs, leaders, managers, and HR teams who want aligned execution without micromanagement. It supports both leadership development and measurable business results.
How does People + Performance support managers day to day?
Managers gain clarity on priorities, visibility into progress, and structured feedback on leadership impact. This helps them decide when to continue, adjust, or stop initiatives—without losing alignment or autonomy.
How does the platform connect people performance to business results?
People + Performance links goals, delivery timelines, and outcomes to business drivers such as revenue, cost, and customer satisfaction. This shows whether effort is creating value and where execution is breaking down.
How does 360° leadership feedback fit into People + Performance?
360° feedback provides a people perspective alongside execution data. It helps leaders see how their leadership is experienced, identify blind spots, and improve alignment—before disengagement turns into attrition.
Does People + Performance replace existing tools?
No. People + Performance works alongside your existing systems, such as HR platforms, CRMs, and planning tools. It connects insights across them rather than replacing what you already use.
How long does it take to start seeing impact?
Most organizations begin seeing clearer alignment, better decision-making, and improved execution within the first few weeks. Measurable impact typically follows as teams adopt clearer priorities and feedback cycles.
How does People + Performance help prevent burnout?
By focusing on clarity, learning, and honest leadership feedback, People + Performance reduces wasted effort and constant pressure. Teams spend less time reacting and more time working on what truly matters.
Can People + Performance be used across different departments?
Yes. People + Performance is designed to work across all departments. It creates a shared execution language while respecting the different rhythms and responsibilities of each team.
How does pricing work?
Pricing is based on the number of leaders using the platform. This approach keeps costs predictable and aligned with leadership scope rather than headcount.
What research supports the 360° leadership assessment?
The 360° methodology is based on research developed by Fundação Dom Cabral (FDC), ranked 4th globally for Open Programs and 8th for Custom Programs in the Financial Times Executive Education Ranking 2025. The research is published in the Journal of Scientific Management and Tourism (ISSN 2386-8570, DOI: 10.55905/ijsmtv11n3-006).
How often should we run the People 360° assessment?
This depends on how quickly leaders can act on feedback and close identified gaps. Most organizations run a full 360° every 6 to 12 months, with follow-ups based on development progress.
Is the 360° assessment anonymous?
Yes. All feedback is anonymous to ensure honesty, psychological safety, and reliable insights.
Can we start with People without Performance?
Yes. Organizations can start with either People or Performance. However, the strongest and most sustainable ROI comes from running both together, as leadership development and execution are deeply connected.
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