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make every KPI answer to strategy

an enterprise performance management office puts strategy and performance on one cadence: advisory to stand it up, agentic intelligence to run it. entomo delivers both.

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the challenge today

most of your workforce today seems disconnected from the company's strategy

the strategy group sets direction. human resources runs the review cycle. between them sit different cadences, different owners, and KPIs nobody has the capacity to challenge.

the typical structure
strategy group
✗ different cycle, different cadence
human resources
✗ goals cascade once a year, unchallenged
organization units → individual KPIs

strategy and performance never quite meet: the plan changes mid-year, the scorecards don't, and by review season the two describe different companies.

with an enterprise performance management office
strategy group
↓ one cadence, held by one office
enterprise performance management office
↓ continuous KPI alignment, challenged and current
organization units → individual KPIs

an agile structure between strategy and HR that keeps alignment continuous: personalized incentives, workforce analytics, and the standing capacity to challenge every KPI.

first, your KPIs get audited

analytics is only as honest as the metrics beneath it. the engagement starts by testing every KPI against five standards and aligning measures vertically and horizontally across the enterprise.

relevantconsistentcomparablereliablecomplete

the five tests every KPI passes before it earns a place on a scorecard.

the office gets built in four stages

a defined development journey, run by entomo's advisory practice with the platform underneath, so the capability stays with you after the engagement ends.

stage 1
establish
  • office charter: structure and governance
  • assessment and team selection
stage 2
build the mindset
  • company-wide goal setting on the platform
  • KPI audit across the enterprise
  • strategy alignment capability training
stage 3
reinforce
  • managers trained as performance coaches
  • persuasive storytelling with data
  • continuous feedback and communication
stage 4
sustain & optimize
  • management dashboards and operational analytics
  • workforce analytics and insights
  • performance gamification

offices that outlived the engagement

Middle East · largest railway network
The transparency and feedback mechanisms significantly improved employee engagement and operational performance.

strategic and operational KPIs aligned to phase-wise construction goals, on a balanced scorecard with one source of truth for business intelligence.

200+ employees, individual to enterprise level
UAE · creative & media hub
entomo's product has exceeded my expectations in terms of user control and convenience. We truly consider entomo our strategic partner.

corporate strategy aligned to personal and organizational KPIs through workshops and one-on-ones, live in 45 days.

Muna Alghawi, Strategy Office Manager
UAE · government, Forrester-studied
With entomo, the strategy of the individual government entities is now better tied to the overall government strategy.

appraisal reviews that took a week of afternoons now finish inside a day: forty appraisals reviewed in under a day.

implementation manager, government entity

before you stand one up

is this consulting or software?

Both, deliberately. The advisory practice designs the office, audits your KPIs, and trains the team; the platform gives the office its instruments: scorecards, cascade, analytics, nudges. Software alone leaves the structure problem unsolved; advice alone doesn't operationalize.

we're not ready for a full office. can we start smaller?

Yes. The four stages are sequential on purpose: many clients begin with the KPI audit and company-wide goal alignment, then formalize the office once the cadence proves itself. One media-sector client was live in 45 days.

how is this different from the strategic performance management office?

The enterprise office is the bridge between the strategy group and HR, built to keep KPIs aligned to strategy continuously. The strategic office runs the performance process itself, cycle by cycle. Many enterprises grow into both. see the strategic performance management office →

what does the office run on day to day?

Balanced scorecards cascaded from executive to entity level, real-time dashboards, and the nudge engine carrying insight to whoever owns the metric. The same platform Forrester studied: $26.8M in benefits and 103% ROI over three years at a government entity.

further reading

related solutionstrategic performance management officebuild and run a strategic performance management office: balanced scorecards, strategy maps and a KPI cascade from corporate strategy to every scorecard. related solutionAI performance managementclose the gap between goals and execution: agentic intelligence that coaches every employee, equips every manager and surfaces performance signals live. from the bloggoal quality is measurable, and most goals fail the testa goal nobody can review produces no feedback, and that failure can be scored, sampled and tracked across an entire organisation. case studytop-10 Indonesian coal miner: 90% adoptionone of Indonesia's top-10 coal mining companies transformed performance and change management with entomo's EPMS: 3,000+ employees onboarded, 90% adoption.

put strategy and performance on one calendar

advisory that builds the office, a platform that runs it, and Forrester-validated economics behind both.

talk to the advisory team →