Every quarter, I ask myself a simple question: Who would I want to clone?
Not the top revenue generators or fastest coders but the ones who:
Spot problems before they happen.
Fix things without being asked.
Pull rather than push.
That’s High Agency.
After years of iteration, we built our entire performance system around it and the result? 👉 No more dull, bureaucratic reviews. Just clarity, alignment, and growth.
Most companies measure what’s easy to count lines of code, deals closed. But those are outcomes, not causes.
High Agency is the cause. It’s the Hike Code in action: ownership, curiosity, bias for action.
With High Agency, even a fuzzy role creates value. Without it, even the most defined role stalls. So, we aim to measure it directly.
🛠 The Framework
1. Goal Quality (L12+) – for senior leaders
How independently are goals set?
Are they achieved?
Do they actually matter?
Great leaders set indispensable goals and hit 90%+.
2. Contribution Architecture Top 5 contributions assessed by:
Impact Level: Breakthrough → Missed
AI Leverage: Trailblazing (novel automation) → No AI applied
If you’re not using AI in 2025, it’s like not using spreadsheets in the 1990s.
3. High Agency Assessment One question defines it all:
How well did this person exhibit High Agency over the last 6 months?
RatingDefinitionExceptionalTook responsibility beyond scope; moved before being asked.StrongOwned full scope; mostly self-directed.GoodManaged core tasks with some nudges.Needs InterventionRequired frequent direction.
It’s not about hard work. It’s about working without scaffolding.
📊 Manager View
Managers add their perspective not to “score,” but to align expectations. This is vital for the system to work.
Ratings (5 Levels):
Consistently Exceeds → 5+ months above bar
Mostly Exceeds → 3+ months above bar
Consistently Meets & Sometimes Exceeds → Strong baseline, occasional highs
Often Meets → 3–4 months at bar
Below Expectations → 1–2 months at bar
⚠️ Even “Often Meets” means excellence half the time. Our baseline is exceptional, not average.
🚫 No Forced Distribution
We don’t believe in curves no “bottom 10% out” or “top 20% promoted.” When you hire well and set high standards, excellence clusters.
Forced distributions punish strong teams. We rely on honest judgment, calibrated across functions for consistency.
🗣 The Hard Conversations
Guidelines for managers:
“They’ll resign if rated fairly.” → Don’t inflate. Truth > retention.
“Young but exceeding expectations.” → Judge work, not years.
“Recent dip after excellence.” → Rate the whole period. Address dips separately.
🧮 The Equation
Agency × Impact × Leverage = True Performance
Agency without Impact → motion without progress.
Impact without Agency → luck without repeatability.
Leverage without both → tools without purpose.
All three together = magic.
🎯 What We’re Really Measuring
Performance isn’t about documenting the past. It’s about revealing potential.
High Agency → ensures progress.
AI Leverage → accelerates growth.
Goal Quality → ensures what’s built actually matters.
We’re not just reviewing we’re identifying who’s ready for what’s next.
🔄 The Process (6-Month Cycle)
Self-reflection
Manager evaluation
Cross-function calibration
Transparent communication
Growth planning
Simple process. Profound impact.
⚖️ The Choice
You can optimize for harmony where everyone “Meets Expectations.” Or optimize for truth clear standards, honest feedback, real growth.
We chose truth.
Because companies don’t win with comfortable lies. They win with people who exhibit High Agency, create breakthrough impact, and leverage every advantage.
Our system doesn’t just identify these people it creates them.
The bar is high. The path is clear. Will you rise to meet it?
Hello Sir , Is there any process through which I can do job in your company.It will be great opportunity to work for your company.Please let me know if its possible.
Hello Sir , Is there any process through which I can do job in your company.It will be great opportunity to work for your company.Please let me know if its possible.