Performance Management Support

Performance management isn’t just about reviews—it’s about fostering clarity, accountability, and growth. Bea Riveter Consulting helps organizations create people-first performance systems that are inclusive, developmental, and aligned with organizational values.

Performance Management System Design

• Develop or refine your performance management approach (traditional, continuous, strengths-based, or hybrid)
• Align performance systems with your mission, values, and strategic goals
• Create simple, repeatable frameworks for goal setting, coaching, and feedback
• Ensure systems are neuro-inclusive and psychologically safe

Role Clarity & Success Profiles

• Clarify job expectations and success indicators for each role
• Build role-specific competency profiles or key performance indicators (KPIs)
• Translate expectations into accessible, understandable language

Goal Setting & Development Plans

• Support SMART or SPIRIT goal-setting models
• Guide collaborative goal-setting conversations between employees and supervisors
• Develop employee development plan templates that balance performance and growth

Performance Reviews & Check-Ins

• Design simple, equitable performance review templates (quarterly, annual, or custom frequency)
• Build in coaching questions and reflective prompts to foster meaningful dialogue
• Help create a balanced feedback process (self, peer, and manager input)
• Offer facilitation or scripting support for difficult conversations

Manager Training & Coaching

• Train supervisors on giving feedback, coaching, and having performance conversations
• Provide resources for neuro-inclusive feedback and trauma-informed approaches
• Coach managers through real-life performance challenges (low performance, conflict, etc.)

Performance Improvement & Accountability

• Design Performance Improvement Plan (PIP) templates with a supportive tone
• Guide teams through respectful and clear processes when expectations aren't met
• Offer support for navigating discipline, terminations, or sensitive performance cases

Continuous Feedback Culture

• Recommend informal check-in practices, feedback loops, and recognition strategies
• Help embed feedback into team meetings, supervision, and 1:1s
• Support creation of a culture of appreciation and growth, not just evaluation