At Positively Partners, we believe performance management should do more than evaluate people; it should engage, develop, and inspire them.
Too often, performance management in nonprofits feels transactional or unclear: a checklist at best, a source of anxiety at worst. But when done with intention, performance conversations can build trust, reinforce equity, and help employees thrive. That’s why we’ve developed a strengths-based, goal-oriented model that centers on shared ownership, clarity, and growth.
Why Performance Management Matters Now
Mission-driven organizations face complex challenges: growing teams, evolving roles, and the need for transparency in how people are supported and evaluated. In this environment, organizations need performance systems that:
- Align individual work with organizational priorities
- Reinforce shared values and expectations
- Center feedback and coaching
- Offer clarity around success and stretch
Our model equips teams to have meaningful conversations that support growth while strengthening accountability, consistency, and connection.
What Makes Our Approach Different
We focus on performance management as a developmental process, not a punitive one. Our approach includes:
- Joint Goal Setting
Performance begins with purpose. We help managers and staff co-create goals that are:
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- Aligned with organizational strategy
- Grounded in individual strengths
- Meaningful and motivating
This isn’t top-down. It’s collaborative, and when goals resonate personally and professionally, commitment follows.
- The STARS Goal Framework
We train organizations to use our STARS model for effective goal setting:
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- Strengths-Based: Build on what someone already does well
- Trackable: Make it specific and measurable
- Aligned: Tie it to team and org-wide priorities
- Resonates: Ensure the goal feels meaningful
- Stretch: Push for growth without overwhelming
This model helps staff set goals they can see, feel connected to, and actually use.
- Consistent and Predictable Performance Conversations
We believe performance conversations should be ongoing–not one-time reviews. Our approach centers on meaningful, future-focused dialogue that helps people grow. Our process supports:
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- Reflection on accomplishments and lessons learned
- Feedback and feedforward to support continuous improvement
- Development plans that focus on growth and potential
- Two-way conversations that build trust and strengthen relationships
These conversations aren’t about checking a box; they’re about staying connected, aligned, and invested in each other’s success.
Our Performance Management Services Include:
- Development and implementation of a values-aligned performance framework
- Customized tools and templates for goal setting and reviews
- Training for managers and staff
- Coaching on integrating performance management into team culture
- Support with cascading goals across teams and levels
Designed for Nonprofits, Rooted in Equity
Performance systems are too often shaped by corporate norms that don’t reflect nonprofit values. We help organizations build a performance culture that honors both individual dignity and organizational accountability, and that works across lines of difference.
We’ve supported organizations like Reach Out and Read, BUILD, and MENTOR: The National Mentoring Partnership to implement performance systems that increase clarity, reduce bias, and help people grow. Our approach blends human-centered design with real-world HR expertise.
Ready to Build a Performance Culture That Works?
Whether you’re launching a new process or refreshing an existing one, we can help you create a performance management system that builds trust, deepens impact, and helps your people do their best work.
Let’s talk about how to support your team.
