Treat performance as a priority and focus on A-players - Make performance a top CEO priority, with a standardised approach to identify high performers

Set up a performance team - Hire 1-2 top operators to build and manage your performance processes

Define a talent framework - Create a scientific and fair framework that accurately distinguishes great and poor performance

Standardise assessments - Turn reviews into a simple and quick quarterly process that saves managers' time

Standardise promotions and automatically exit underperformers - Identify poor performance early and keep a high bar via automatic triggers

Incentivise A-players with performance-based equity bonuses - Give exponentially increasing bonuses based on individual, team or company performance

Pay above-average salaries for above-average talent - Ensure you're always offering competitive salaries by maintaining benchmarks