People & Culture
We help leadership teams complement the annual review with a weekly rhythm, so performance is managed while it's still happening, not explained after the fact once the numbers have already dropped.
Our work installs the system that makes performance visible every week: individuals score against agreed metrics, leaders get live visibility, and coaching happens when the data calls for it.
Professional sports teams do not wait until the end of the season to find out how they're doing. They review after every match, sometimes after every session, so the feedback loop stays small enough to act on.
Most businesses run the opposite system. A once-a-year review asks someone to remember and judge fairly across twelve months of work, which cannot be done accurately, and everyone involved knows it. By the time feedback arrives, the moment to change anything has passed.
Teams are 90% more likely to be engaged when they have regular performance conversations, rather than the standard annual or twice-yearly cycle
GallupGallup's research shows exactly how much this costs: teams are 90% more likely to be engaged when they have regular performance conversations, rather than the standard annual or twice-yearly cycle. Frequency isn't a nice-to-have on top of good management. It's most of what makes management good.
We work with leadership teams to build a rhythm that catches performance while there's still time to act on it, replacing a once-a-year judgement with a weekly performance rhythm the whole team owns.
Typically we help our clients in:
Installing a weekly performance rhythm
Replacing the annual cycle with a five-minute weekly check-in, so small corrections happen early and often instead of piling up until the next formal review.
Choosing metrics that actually move performance
Moving from activity-based tracking to the three to five metrics tied directly to the behaviours that drive the mission, so effort goes where it makes the biggest difference.
Giving leaders live visibility across the team
Surfacing performance, engagement and fulfilment in real time, so problems and progress are both seen while there's still a chance to act on them.
Making coaching proactive, not reactive
Equipping managers to intervene when the data first signals a need, not once a problem has grown loud enough to be impossible to miss.
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Recent clients we've worked with on people performance
1
20+ years of stretching outcomes
Our Stretchonomics approach gives teams a practical way to set ambitious targets and hit them. We bring that discipline to the weekly rhythm, so stretch goals turn into measurable progress every week instead of a verdict at year-end.
2
Performance culture from Challenger businesses
Fast-growing businesses move quickly on what matters and recognise the behaviours that deliver. The metrics we track come from those behaviours, so the weekly system measures what actually drives your outcomes.
3
Best practice from elite sport
Elite teams review after every match and coach in the moment. The weekly check-in, the live team view and the data-triggered coaching all come straight from how professional sport sustains performance.
4
Focus on tangible outcomes
Every metric earns its place because it moves performance, not because it was simple to count. Progress becomes something you can see and prove, not something you assume is happening.
A lot of our time at Mangrove is focused on helping companies optimise their approach to innovation. But more important than process or strategy is the people factor – and in a world increasingly driven by data and AI, that’s only becoming more true.
If feedback only happens once a year, or you're finding out about problems after the results already show it, we can help you build a rhythm that catches it while there's still time to act.
