Hubb People · Performance

Performance management that pays attention all year

Goals that cascade from the company down to every person, reviews for every moment that matters, calibration that keeps ratings honest — and a talent grid that tells you who's ready for what's next.

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Goals & OKRs

Company goals that cascade — and roll back up

An OKR on a slide is a wish. An OKR wired to the review cycle, updating as teams check in, is a plan someone's actually running.
  • Company → team → individual: everyone can see how their goal serves the one above it
  • Progress rolls up the tree, weighted, so the company number is real, not vibes
  • Check-ins keep goals alive between reviews instead of rediscovered at year end
  • Goal progress feeds straight into the review — no retyping what already happened
hubb — goals · FY2026

CompanyGrow retained revenue 20%

70%

TeamShip the client portal v2

55%

IndividualCut page load under 1s

40%

TeamDouble qualified inbound leads

82%

Progress rolls up the tree, weighted — the company goal reads 70% because its teams do.

Reviews & calibration

Every review kind, one honest curve

The rating a person gets shouldn't depend on which manager they drew. Calibration puts every score on one curve and makes the room defend the outliers.
  • Annual, probation, 30-60-90, promotion and exit reviews — each with its own template and timing
  • A competency framework scores what the role actually needs, and flags the gaps
  • Computed scores go into calibration, where managers moderate to a final rating together
  • The distribution is on screen while you do it — grade inflation has nowhere to hide
hubb — calibration · Annual 2026
1
2
1
3
4
2
5
3
6
6
7
8
8
3
9
1
10

Moderate computed scores into final ratings and watch the curve move — 8 means you're doing your job.

Talent & progression

Grades, the 9-box and who's next

Reviews shouldn't end in a filing cabinet. They should end in decisions — who's promoted, who's stretched, who backs up whom.
  • Roles carry pay grades A, B and C — moves are upward only, with rates attached
  • A strong review turns into a promotion recommendation for HR, reasoning included
  • The 9-box grid maps performance against potential: stars, core, and the quiet risks
  • Succession and bench strength per key role, so a resignation is a plan, not a crisis
hubb — talent · 9-box & grades

Potential →

Enigma

Growth

Lena P.

Star

Aisha K.

Omar F.

Dilemma

Core

Sam R.

Jonas W.

High performer

Maya H.

Risk

Effective

Priya S.

Trusted pro

Daniel M.

Performance →

Everyone placed on performance × potential — your stars, your bench and your succession risks on one screen.

Grade ladder · Facilities Manager

C

AED 12–16k

entry

→

B

AED 16–22k

current

→

A

AED 22–30k

recommended

Grades only move up — a promotion recommendation lands with HR carrying the reviewer's reasoning, never a quiet demotion.

Make performance a system, not a season

Performance management is part of Hubb People — one subscription covering goals, reviews, calibration, talent and succession in one place.

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