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Weekly performance insights
Start with the performance management framework, grab the performance review template with worked examples, or read the People Performance Playbook summary.
One hurdle CPOs feel → one Revolut People feature that fixes it. Ash Taherian · People Product Sales Specialist, Revolut People · Dublin
Each week starts with a concrete performance-management pain — vague ratings, fuzzy talent bars, goals stuck in slides — then names the Revolut People capability that makes the fix operational. Background source: QuantumLight’s public performance-management playbook (third-party; Ash didn’t write it). Method lives in the playbook summary; software is how teams run it.
Includes a price for your headcount + 3 fixes for your review cycle.
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One research cite, one Revolut People fix — feedback, 1:1s and the product in half a minute. Watch now →
Cite: McKinsey Talks Talent Nov 2024 (motivation 20% → 77% with ongoing development conversations). Bridge: Goals, structured 1:1s, continuous feedback + reviews — development talk all year, not a November scramble.
Cite: Deloitte 2025 Global Human Capital Trends (72% of workers and 61% of managers can’t say they trust performance management). Bridge: One scorecard, evidence from goals, feedback + 1:1s, calibration — ratings people can trace and trust.
Cite: Gallup State of the Global Workplace (manager engagement fell from 30% to 27% in 2024). Bridge: Goals, 1:1s, feedback + reviews in one place — less review admin, more time for coaching.
Cite: Gartner 2026 CHRO priorities — culture atrophy (up to 34% performance lift when culture is embedded in daily work). Bridge: Goals, 1:1s, continuous feedback + reviews — culture in manager conversations, not a poster.
Cite: McKinsey “In the spotlight: Performance management that puts people first.” Bridge: Reviews + calibration — one scorecard, a calibration check, a clear outcome for every review.
Cite: Gartner HR Symposium London 2026 “Hidden Drag.” Bridge: Live goals, 1:1s, calibration + pay in one platform — address marginal performance early, reward outsized contribution.
Cite: HBR “Performance Management Needs New Metrics in the AI Era.” Bridge: Goals, reviews, calibration, 1:1s + feedback — reward judgement, not volume.
Cite: HBR “Gen AI Could Fix Performance Reviews—or Make Them Even Worse.” Bridge: HRIS + performance in one platform: goals, reviews, feedback, 1:1s, core HR. UK buyer’s checklist.
Cite: HBR “When Feedback Crosses the Line.” Bridge: Feedback / 1:1s — continuous behavioural coaching.
Cite: Gartner 2026 talent trends (less & more human). Bridge: Reviews — scorecards, quarterly cycle, calibration.
Cite: McKinsey 72% + four considerations. Bridge: Goals — cascade, live tracking, coaching rhythm.
Hurdle: once-a-year vague ratings. Feature: Reviews — scorecards, quarterly cycle, calibration, outcomes.
Hurdle: fuzzy “good performer.” Feature: Skills & culture — published talent bar by level.
Hurdle: OKRs stuck in slides. Feature: Goals — cascade company → team → individual.
Pillar guide: alternatives to annual performance reviews.
Also on this site
Featured pages
Performance Management Playbook — public summary
Citeable overview of the high-performance review system.
Open → FeaturedHow Revolut filters talent
Nik Storonsky on cascading goals and Revolut People.
Open → FeaturedAndrei Oprisor — HR Chief cover
Clarity over clutter in performance.
Open →Next step
Get the full PDF (work email) or book a 15-min discovery call on the review cycle + Revolut People.
Includes a price for your headcount + 3 fixes for your review cycle.