Convert the symptom picture into a maturity level for each of the five stages, so the people work becomes measurable.
For each stage, read the five levels and record the one that most closely matches your current state. The capability line most businesses are crossing sits between Level 2, Aware, and Level 3, Capable.
Level 1: purely reactive; whoever is available is hired. Level 2: some process but inconsistent and gut-driven. Level 3: a defined process with role definition and structured evaluation. Level 4: consistently strong, evidence-based hiring. Level 5: strategic hiring for long-term capability and fit.
Level 1: none; sink or swim. Level 2: ad hoc, task-based setup. Level 3: a standard onboarding to defined productivity milestones. Level 4: consistent, refined onboarding with strong integration. Level 5: onboarding is a competitive strength; new hires ramp fast and stay.
Level 1: none; performance is unmanaged. Level 2: vague expectations, sporadic feedback, tolerated under-performance. Level 3: clear expectations, regular feedback and reviews, under-performance addressed. Level 4: consistent across managers, development-oriented. Level 5: a high-performance, accountability culture.
Level 1: ad hoc pay, no retention thought. Level 2: inconsistent pay, luck-based retention. Level 3: consistent structure, understood drivers, deliberate retention. Level 4: proactive, well-managed retention of key people. Level 5: compensation and growth are a retention advantage.
Level 1: no foundation; high risk. Level 2: minimal, inconsistent policies and records. Level 3: essential policies, records, and compliance basics in place. Level 4: a well-maintained, consistent HR foundation. Level 5: a robust, proactive HR infrastructure.
Record a current level for each of the five stages, then carry all five scores into the People Constraint Map.
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