The problem
Performance reviews exist, but between one cycle and the next, goals and feedback get lost. Managers see them as a chore, employees don't understand what they are being judged on, and the company has no defensible criteria when it has to decide on pay and promotions. A lot of work that creates little value.
And if you don't have a performance review process yet, decisions about people, promotions and pay depend on each manager's impressions, and nobody knows clearly what is expected of them. Ritmo lets you start from scratch, with a simple level and without weighing anyone down.
What is Ritmo
A method with ready-to-use tools, built around your reality and not copied from a manual: I guide you and stay by your side, bringing the value of having already done this inside many companies. The same method in 4 levels, to be chosen based on your company's maturity.
How it works
01
We define what each role does, in practical terms: why it exists in the company
02
We choose the competencies that matter
03
We build a one-page scorecard: I support you with models that have already been tested
04
We set who evaluates whom, on what and when
05
We share every phase with everyone, training the evaluators
06
We decide what happens after the evaluation
The 4 levels
Ritmo Essential
For those starting from zero. A one-page scorecard per role, Start/Stop/Continue feedback, one conversation per person.
Ritmo Complete
For more structured companies. Competency dictionary, weights between results and behaviours, calibration across managers, link to development and compensation.
Ritmo 360
For managerial roles. Self-assessment and evaluation by manager, peers and direct reports, with anonymity rules and individual feedback sessions.
Ritmo OKR
For teams that work by objectives. Quarterly objectives and key results, team ritual, continuous recalibration.
What you get
For the person evaluated
They know what is expected of them and receive useful feedback throughout the year.
For the evaluator
A simple tool and a method to manage people effectively.
For the company
Decisions on growth and compensation based on shared criteria.
What's inside
Scorecards by role, handbooks for evaluators and evaluated, communication kit, training for managers, support through the first cycle.