The business problem
Performance reviews feel subjective, KPIs reward activity rather than outcomes and managers avoid the conversations that create accountability.
What changes
KPIs and OKRs tied directly to commercial outcomes
Fair, visible accountability across roles and teams
Rewards that reinforce the right performance behaviours
A practical management cadence for coaching and review
What the work can include
- KPI and OKR architecture
- Scorecards, measurement rules and governance
- Rewards and incentive framework design
- Performance review process redesign
- Leadership coaching and manager enablement
How the engagement works
The work begins with a focused diagnostic: leadership interviews, operating evidence and an assessment of the gap between strategy and day-to-day execution. From there, Ricky designs a prioritised roadmap and works with your team to turn it into operating practice.
Useful consulting should change how the business runs on Monday—not just how the strategy looks on Friday.
Is this the right fit?
This work is best suited to founders, growth-stage companies, multi-subsidiary groups and international businesses that want local ASEAN fluency with senior operator-level rigour.