Mirro

How to Redesign Performance Management in Under 6 Months

The step-by-step playbook a 500+ company used to redesign the entire performance management process

Almost everyone agrees performance management matters, but 61% of managers and 72% of employees don't even trust the process (Deloitte, 2025). This playbook shows you how to rebuild performance from a form-filling ritual into a business tool, step by step, in Mirro.

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Why is this playbook worth your time?

This playbook is a real redesign from a company with the scale to make it genuinely hard and the results to prove it worked. Zitec is a European leader in digital transformation: 500+ colleagues & specialists, 350+ clients across 30+ countries, 20M+ end-users served every year.

This playbook is a real redesign from a company with the scale to make it genuinely hard and the results to prove it worked. Zitec is a European leader in digital transformation: 500+ colleagues & specialists, 350+ clients across 30+ countries, 20M+ end-users served every year, and the first Romanian IT company to become B Corp certified. After rebuilding their performance conversations in Mirro, 77% of colleagues rated performance conversations a 9 or 10 in the latest eNPS.

"Performance management is not about measuring people. It's about enabling them to perform, and that only happens when conversations, clarity, and data work together."

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Roxana Cristea, Senior Performance & Development SpecialistZitec

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What's inside?

A practical, no-fluff breakdown of the full redesign:

  • The 6-step path Zitec used to redesign performance management without slowing the business down;
  • How to measure performance without turning people into labels;
  • What Zitec actually built in Mirro, and why KPIs became measures, not verdicts;
  • 5 hard-won lessons you can apply to your own process;
  • A 6-question checklist to pressure-test your current performance process.

Who is the playbook for?

  • You lead HR, People, or Talent, and you're redesigning the performance process;
  • You're a founder or executive who needs visibility into execution without adding heavier reviews;
  • Your company has grown past the point where a lightweight, informal process still works (roughly 50–500 people);
  • You're tired of reviews that feel like admin and don't change how people actually perform.

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