Performance Management & Incentives
People do what the scorecard and the bonus plan reward. We align both with the strategy and calculate them from records everyone can see.
Questions we help answer
- Does our bonus plan pay for the behavior our strategy needs?
- Why does our sales team hit its revenue targets while margin falls?
- Which three or four measures should each manager own?
- How do we end the monthly disputes over commission calculations?
- How should targets differ between a new site and an established one?
What we do
Scorecard design
Measures by role and level, tied to the strategy, each with a written definition and a named data source.
Incentive measure design
The metrics, weightings, thresholds and gates for bonus and commission plans, modeled against past data before launch.
Target setting
Targets set from measured baselines and capacity, adjusted for site maturity and seasonality.
Performance reporting
Reports that show each person their own measures during the period, drawn from the same data finance uses.
Review routines
Monthly and quarterly conversations structured around the scorecard, with agreed actions recorded.
- How an engagement with THEFOCUS startsDiscuss this with us
How we approach it
- 01
Recalculate what is paid today
We rebuild recent incentive payouts from the source data and compare what they rewarded with what the business wanted.
- 02
Model the new plan on history
Proposed measures run against historical data to show who would have earned what, and which behavior each design rewards.
- 03
Build the calculation
Measures are calculated in the BI or finance tools from system records, with the logic documented line by line.
- 04
Publish during the period
Each person sees their position while it can still change, and managers see the same figures.
Relevant industries
How an engagement with THEFOCUS starts
A first conversation is about your situation. If there is a fit, we propose a scoped diagnostic with a fixed deliverable before any larger commitment.
Discuss this with us01
A working conversation
Forty-five minutes with the person who would lead the work. We ask about the decision, the systems behind it and the deadline.
02
A scoped diagnostic
Read-only access, a fixed timeframe and a written finding: what the records show, what it costs and what to change first.
03
A plan you can act on
Changes, owners, measures and exclusions in writing. The same team then builds and measures, or hands over cleanly.
- One accountable team
- The people who diagnose also build the systems and measure the result.
- Partners chosen per problem
- Independent specializts join for the parts that need them, under one contract.
- Records before dashboards
- Orders, ledgers and logs are reconciled before any recommendation depends on them.
Questions executives ask
Do you calculate or pay bonuses?
No. We design the measures and build the calculations that feed your payroll process. Your payroll function or provider calculates and pays, and contractual terms stay with your HR and legal advisers.
Can we test a new plan before launching it?
Yes. We run the proposed measures against your historical data, so you can see how the plan would have paid out and which behavior it would have rewarded.
Discuss this with us
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