Performance Management
Performance management systems that drive accountability
KRA and KPI frameworks, review processes and manager support — designed, implemented and sustained by Kriate HR.
Discuss Performance ManagementIn short
A performance management system connects individual roles to organisational goals through key result areas, KPIs, structured reviews and reward alignment. Kriate HR designs the framework, prepares your managers to use it and supports the first review cycle. Suited to organisations where appraisals happen but accountability does not improve.
Signs you need this
Appraisals happen every year but accountability does not improve.
Goals are set in April and forgotten by June — no mid-year check, no follow-through.
Your managers avoid difficult performance conversations or escalate them to HR.
High performers and low performers receive similar ratings because managers are not calibrated.
You cannot connect individual performance to business outcomes in any meaningful way.
What we design and implement
- KRA and KPI frameworks aligned to business objectives
- Goal-setting processes and cascading mechanisms
- Feedback structures and mid-year review processes
- Annual appraisal design and rating calibration
- Manager preparation and facilitation through the first review cycle
- Performance incentive design and reward alignment guidance
- PMS configuration support for HR technology platforms
How an engagement runs
Diagnostic
1–2 weeksWe review your current performance process, interview managers and identify the specific gaps — in design, in manager capability or in follow-through.
Framework design
3–5 weeksWe design the KRA and KPI framework, goal-setting process, review calendar and rating structure. You review and approve before rollout.
Manager preparation
2–3 weeksWe run workshops with your managers on goal-setting, feedback and performance conversations. We address the specific situations they are likely to face.
First cycle support
Through the first review cycleWe sit in on calibration sessions, advise on rating decisions and help managers handle difficult conversations. This is where most PMS implementations fail — we stay through it.
What changes for you
Goals are set, tracked and reviewed — not filed and forgotten.
Managers have the confidence and skill to handle performance conversations.
Rating calibration is consistent across teams and defensible to employees.
High performers are recognised and retained; underperformance is addressed.
You can connect individual performance to business outcomes.
Who this is for
Organisations with 100–2,000 employees where performance management exists in name but not in practice. Founders and MDs who want accountability to be a real part of how the business operates. HR heads who have tried to fix the PMS internally and need external design and implementation support.
Client example
Chemicals and petrochemicals
A 600-person chemicals manufacturer had a performance appraisal process but ratings were inflated, managers avoided difficult conversations and the link between performance and reward was unclear.
Kriate HR redesigned the KRA and KPI framework, ran manager workshops on performance conversations and facilitated the first calibration session with the leadership team.
Rating distribution normalised in the first cycle. Manager confidence in performance conversations improved.
Common questions
What is the difference between KRAs and KPIs?+
Key result areas (KRAs) define the main responsibilities of a role. Key performance indicators (KPIs) are the measurable outcomes used to assess how well those responsibilities are being fulfilled. Both are needed for a well-designed performance framework.
KRA vs KPI vs OKR — which should we use?+
KRAs and KPIs work well for most Indian organisations — they are role-based, familiar to managers and easy to cascade. OKRs (Objectives and Key Results) are better suited to fast-moving, goal-driven cultures, typically in technology firms. We discuss the right approach for your organisation during the design phase and give you a clear recommendation.
Do you implement OKRs?+
We work primarily with KRA and KPI frameworks. We can advise on OKR implementation but will be direct if we think a different approach is better suited to your organisation and culture.
Why do most PMS implementations fail?+
Because the framework is designed but managers are not prepared to use it, and no one supports the first review cycle. We stay through implementation — including the first calibration session — which is where most external consultants stop.
How long does implementation take?+
Framework design and manager preparation typically take 6–10 weeks. Supporting the first review cycle adds another 2–4 months depending on your review calendar.
Can you support the system after the first cycle?+
Yes. Where contracted, we support ongoing operation — facilitating calibration sessions, reviewing evidence quality and advising on rating decisions. The scope of ongoing support is agreed separately.
Discuss your performance management priorities
Tell us what is not working in your current process. We will arrange a conversation with a senior Kriate HR consultant within one business day.
Discuss Performance Management