{"type":"rich","version":"1.0","provider_name":"Transistor","provider_url":"https://transistor.fm","author_name":"The WorkOps Podcast","title":"Building a performance management system in five minutes with Claude","html":"","width":"100%","height":180,"duration":2497,"description":"SummaryVidyard's performance system was broken. Managers placed employees in nine-box grids with no clear expectations, no career framework, and no two-way conversation. Decisions on compensation and promotions happened in silos, riddled with bias. Employees felt the process was opaque and unfair — yet Sarika Lamont, Vidyard's Chief People Officer, had no technology, no team bandwidth, and a business contracting through a SaaS downturn.Three and a half years later, she's rebuilt the entire system — career frameworks, competencies, performance reviews, and now an AI-powered interactive tool that took five minutes to prototype. What once required two quarters and a team of specialists now happens in a week. In this episode, Sarika walks through how she dismantled a one-sided performance process, designed for scale during contraction, and used Claude to compress months of work into days — all while solving for what employees and managers actually need, not what HR traditionally builds.Timestamps00:01 How Sarika fell into HR from management consulting at a federal contracting startup  05:59 The broken nine-box system she inherited: no expectations, no framework, pure manager bias  11:28 Why cross-functional partnerships with finance and business leaders matter more than HR credentials  17:22 Building a career framework from scratch: IC paths, management tracks, and leveling for scale  23:35 The SaaS downturn, AI disruption, and why the system went stagnant  28:19 Using Claude to redesign competencies in days instead of quarters  33:55 What replaces the time saved: ongoing enablement, adoption, and human-to-human coaching  38:12 Where to start if you're overwhelmed: validate the real problem first, then ask AI where to beginTakeaways- Build your performance system from the business problem backward — not from what HR traditionally designs — or you'll solve for process instead of outcomes.- Career frameworks need differentiation level-to-level so employees see the gap...","thumbnail_url":"https://img.transistorcdn.com/Eh8J8csrLvAf-gfZx2fx-hND9gquazmC6b15qkZyyGA/rs:fill:0:0:1/w:400/h:400/q:60/mb:500000/aHR0cHM6Ly9pbWct/dXBsb2FkLXByb2R1/Y3Rpb24udHJhbnNp/c3Rvci5mbS9lMWNj/OTM3ZjEzMWFkMzQw/NjcwMzQyYTI4MTY3/MGRhMC5wbmc.webp","thumbnail_width":300,"thumbnail_height":300}