Performance Management Consulting

Performance management is the process by which we hold our people accountable. And, the process by which we help our people get better at what they do.


It identifies the expectations, the results, and the gaps. It is also is the methodology by which we identify the assets we have and the development plans to help those assets improve and learn.


In the 20th century, we unfortunately overshadowed the developmental importance of performance management programs with the need to “pay for performance.” This phrase has been in the management lexicon now for eons. At its best, it is a driving corporate cultural value, a meta-theme, a call to action, a tour de force. At its worst, it is a management “fad de jour”, another example of corporate administrivia, bureaucracy on steroids. It is as oft dreaded as final exams and term papers. Which is it in your organization?


Like being in a movie, employees are actors looking for their motivation: are they looking to truly improve performance or to survive out of fear? Further, it appears that many people in supervisory or management positions don’t know how to assess behavior, traits or performance but rather are given forms and processes but not the skills to inquire, discover, analyze or discuss, much less coach or mentor. Often the discussion devolves into either a pedantic set of criticisms (not always constructive) or the much easier “you’re wonderful” which does produce an adrenalin rush – for about a day.



Our Approach


At FutureSense, we encourage our clients to blend pay and development into the fabric of their performance management programs. We explore with our clients 21st century alternatives to the “old school” pay for performance methodologies of the 20th century.


We encourage authentic and transparent conversations between an employee, his/her leaders, co-workers and peers around the creation of value in the work that an employee does as well. We look for the long-term developmental opportunities as well as the chance to immediately sharpen skills and correct deficiencies.


In short, our methodologies for working with our clients in the design and implementation of effective performance management programs centers on the need to:



  • Reward performance

  • Drive results

  • Attract, retain and motivate people

  • Engage and excite people

  • Transform organizations

  • Change behavior and attitudes

  • Develop valuable skills for the organization