Define your culture, then put it on autopilot.

Use your existing performance review cycle to embed the culture you’ve always envisioned.

How it works:

1. Person X learns they have motivator Y.

2. Motivator Y advises them to take action Z.

3. Action Z was predefined by the organization.

4. So now person X proposes to take action Z in their performance review, which means them and their manager can get to the point immediately. 

5. They define a personal development plan that honors person X’s autonomy and the organization’s culture. 

Stay tuned.