Performance and Workforce Steering

Playbook: Performance & Workforce Steering

  • Logic Type: Steering Logic
  • Goal: Optimal allocation & effective utilization at minimal cost
  • Start: Define strategic & operational targets
  • End: Feedback, adjustment & realignment

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Core Subprocesses: 1) Target Setting & Cascade · 2) Role & Capacity Planning · 3) Performance Monitoring · 4) Review & Calibration · 5) Reallocation

Subprocess 1 · Target Setting & Cascade

Purpose

Translate strategy into measurable outcomes and near-term OKRs at team & individual level.

Guardrails

  • Few, outcome-centric OKRs; avoid output vanity.
  • Mid-cycle adjust allowed (no sandbagging).
Play A Human-led OKR Workshop Series (Human-led · Perceptive + Reflective)

Flow

  1. Strategy brief → outcome map.
  2. Team workshops; dependency mapping.
  3. Draft OKRs; conflict resolution.

KPIs

  • OKR adoption ≥ 95%
  • Cross-team conflicts resolved ≥ 90%
Play B Augmented OKR Drafting (Human-augmented · Generative + Predictive)

Flow

  1. AI drafts based on strategy & historic OKRs.
  2. Human refine; add leading indicators.
  3. Predictive risk: feasibility & bandwidth check.

KPIs

  • Draft time −50%
  • Leading indicators coverage ≥ 80%
Play C Dynamic Re-targeting (Algorithmic-autonomous · Predictive + Agentic)

Flow

  1. Weekly signal ingest (deliveries, blockers).
  2. Auto proposals to shift KRs/owners.
  3. Manager approve/override; audit trail.

KPIs

  • Time-to-adjust < 5 Tage
  • Outcome variance −20–30%