How Primer works
Scroll, click, and explore the framework.
Step 1
Where the goal comes from.
When the goal comes from above
Top-down goals carry organizational authority. The conversation moves quickly to what 'effective' means in this context.
Regulatory
A safety reporting requirement set by your industry regulator.
Board
A Q3 revenue target assigned by the board of directors.
Superior-assigned
A cycle-time goal handed down by your VP.
Step 2
You and your manager agree on what 'effective' means.
Before a metric is committed, employee and manager agree on the description for each tier. The goalposts are set in advance, together.
Employee proposes
Schedule adherence at 92% is effective.
Manager counters
I'd put effective at 94%.
Committed
Effective is 93%. Both signed.
Step 3
Performance is measured, not guessed.
Each metric is one of three flavors. The flavor changes what you watch for and how often.
Leading
Forecasts where you are headed, early enough to act.
Lagging
The scoreboard. Confirms where you have already been.
Health
A continuous yes or no on whether things are running as expected.
Where the data comes from
Manual entry, an integration with systems you already run, or both. Each measurement records where it came from.
Step 4
Every team has a rhythm. When yours meets, this is what changes.
Quarterly review, monthly business review, weekly huddle: Primer fits any cadence. This is the state your team walks in with.
Current composite
Composite Score
3.7
Computed from every metric on the scorecard, weighted by importance, as of this cycle.
What the event changes
The team shifts weights, refines thresholds, adds or retires metrics, and raises challenges. Each change carries a short reason.
Step 5
Try it. Shift the weights.
This is the same composite that shows on every dashboard, computed transparently from that person's metrics. Move the sliders to see how shifting priority changes the picture.
Composite Score
3.7
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