See What’s Working—and What’s Not. Right Now.

Traditional reviews and single performance ratings miss the full picture. The Employee Performance Continuum gives managers a clear, two-dimensional way to assess employee performance—by results and behavior—so they can respond quickly, coach more effectively, and support ongoing growth.

It's the foundation for real-time performance management and coaching conversations that actually move the needle.

Pair it with our Performance Continuum Feedback Method®, Manager Training, and you have a powerful, repeatable system for improving performance throughout your organization.  

Scroll down to see how this simple, powerful model helps managers lead better conversations and drive results now, not later.

High Impact Contributors

On-Target Work Results and Behaviors

This is where you want every employee to be—delivering meaningful results and consistently showing up in ways that support how your team works and collaborates. Strong, effective performance means meeting or exceeding expectations, contributing to team and business goals, and interacting with others in ways that build trust, support progress, and have a positive impact on everyone they work with.

Developing With Progress

Eager Learners on the Right Track

These employees may be new to the organization or existing team members whose roles have recently changed, whether through a promotion, restructuring, or shifting responsibilities. We all know that even seasoned employees sometimes face new expectations that require them to stretch and learn.

They bring the right mindset: strong behaviors, enthusiasm, and a willingness to grow. They’re making steady progress and are right where they should be at this stage. With clear direction, consistent feedback, and the right support, they’re on a strong path to success.

Right Behaviors, Missed Results

Positive Presence, But Work Results Fall Short

These employees have strong interpersonal skills and genuinely care about doing a good job. They’re pleasant to work with, show up with a good attitude, and make an earnest effort, but the work results still aren’t meeting expectations.

First, confirm the basics: Have they received the right training, support, and coaching? If the answer is yes and the work output is still off track, the issue may be role fit. Sometimes, a once-strong performer struggles after job changes shift the demands. In other cases, the role simply doesn’t align with the person’s capabilities.

A thoughtful solution, if possible, could be reassigning them to a better-matched role.  Or, beginning a respectful transition plan.

Mid-High Output With Value-Detracting Behavior(s)

Results Without the Right Behavior

These employees deliver on goals, but their tone, approach, or interactions negatively impact others. Often, the behavior isn’t addressed because it feels personal or too uncomfortable to name.

That’s where the Performance Continuum Feedback Method® comes in:

Clarity on what’s happening
A structure to address it
The exact words to say without triggering defensiveness

Once your managers attend our hands-on performance feedback workshop, they gain a go-to approach for resolving any performance issue, especially the behavior-based ones most managers avoid.

Low Output & Value-Detracting Behavior(s)

Off-Track Work Results & Negative Impact Behavior 

About 8-9% of employees struggle on both fronts: responsibilities aren’t being met, and their behavior is having a negative impact. There could be many reasons—burnout, lack of fit, unclear expectations, or personal challenges.

Our Performance Continuum Feedback Method® helps managers:
Pinpoint what’s going wrong
Initiate a clear, fair conversation
Give the person a real opportunity to course correct

And if it doesn’t work? Then it’s time to make a respectful, supported transition to someone who’s ready to thrive in the top right.