A performance system the engineering team actually trusts.
Replacing a broken ratings cycle at a 110-person product company with a structure built for technical teams.
Where they started.
Meridian had a performance system inherited from a global parent that managers found unworkable and engineers ignored. Ratings were drifting, calibration meetings were political, and the highest performers were the most disillusioned.
What we did.
We rebuilt the system from the role profile up — defining engineering tracks, KPA frameworks for ICs and managers, a cadence aligned to product releases rather than the calendar, and a calibration process founded on evidence rather than ranking.
Where they landed.
Cycle one ran on time with 92% manager adoption. Cycle two ran without a single appeal at calibration. Two senior engineers we had spoken with told leadership they had reconsidered leaving because of the new system.
“The quality has been consistent and the work always lands.”
Services involved in this engagement.
Performance Management
KPA and KRA design, review systems, and manager training. Appraisal processes employees actually trust and managers actually use.
Organisational Design
Roles, reporting lines, and decision rights designed around how your business actually operates today and where it's heading next.
Not sure where to start? Most of our engagements begin with a conversation.
Thirty minutes. No slide deck. No pitch. We’ll learn about your situation, you’ll learn how we think. If we can help, we’ll tell you — and if we can’t, we’ll tell you that too.