Read the interview
HR Chief — “When people win, morale follows” (Andrei Oprisor cover feature)
Ash did not write the interview. This page is a buyer-facing summary and next step for People leaders exploring the same system.
Why this cover matters for CPOs
Most performance programmes die in process: too many forms, vague ratings, and grades that never change promotion, pay, or exits. Andrei’s HR Chief feature makes the opposite case — clarity creates morale. Outcomes, skills, and culture scored the same way; less admin theatre.
Performance systems should create clarity and morale, not admin clutter — the idea behind Revolut People’s design and the public playbook summary.
What to take into your own org
- Define performance in three parts — deliverables, skills, culture — not vibes.
- Publish a talent bar by seniority so “good” means the same in every team.
- Run a quarterly cycle with calibration so grades stay honest and actionable.
- Tie grades to outcomes — promo roadmaps, development, PIP, or pay — or the cycle is theatre.