How to Scale What’s Working in Continuous Performance Management

Tailored advice for organisations building momentum with modern performance practices

If you scored between 51 and 70 in our Continuous Performance Management Readiness Survey, great news. You’re not starting from scratch. You’ve already laid a solid foundation.

You likely have some teams running effective one-to-ones, early adoption of OKRs, and a culture of feedback that’s beginning to take root. The opportunity now?

Scaling what’s working and creating consistency across the entire organisation.

Here’s how to move from momentum to mastery 👇

🧩 1. Turn Pockets of Success into Company-Wide Habits

It’s likely that adoption varies by team or manager. That’s normal — and it gives you a blueprint. The teams who’ve already embedded new habits are your case studies.

✅ Next action: Identify 1–2 high-performing teams. What are they doing differently? Turn their workflows into playbooks and roll them out org-wide.

📘 Recommended reading:

👉 How to Help Managers Run Better One-to-Ones
👉 How to Embed a Culture of Feedback

🛠 2. Strengthen the Infrastructure

As you scale, clunky tools or disconnected systems will slow you down. You need the right technology to make performance conversations easy and consistent.

✅ Next action: Audit your current setup – is there one place for people to track goals, share feedback, and run check-ins? If not, it’s time to consolidate.

📘 Recommended reading:
👉 6 Essential Performance Management Tools to Transform Your Team

🧭 3. Focus on Manager Enablement

Managers are still the linchpin of success. Without clear guidance, time-saving tools and confidence, they’ll revert to old habits.

✅ Next action: Equip managers with templates, nudges, and support. If you haven’t already, create a short “Manager Performance Toolkit” and embed it into onboarding.

📘 Recommended reading:

👉 What Managers Need to Thrive

🎯 4. Show Impact and Build the Case

To scale effectively, you’ll need to report on what’s working. Track how participation, engagement, and performance outcomes improve as new habits are adopted.

✅ Next action: Define 3–4 KPIs (e.g., % of employees with active goals, feedback shared, or 1:1s completed) and report on them monthly.

📘 Recommended reading:

👉 Essential Employee Engagement Metrics

🗺 You’re On the Right Track

Organisations in this zone often just need clarity, structure, and a platform to take them from good in parts to great everywhere.

📥 Download: How to Reach Your Goal Setting Goals

🗓 Want to see how Frankli can help accelerate this journey?

👉 Book a Personalised Demo Today