The High-Performance Matrix

Too many organizations reward employees who weaken trust, collaboration, and team culture. In the process, they erode employee wellbeing and organizational performance.

At The Thirlby Co, we believe more businesses need to redefine what high performance actually means.

The High Performance Matrix™ helps leaders evaluate performance through two dimensions: Results and Relationship Impact.

The four quadrants aren’t labels — they’re patterns of behavior. We all move between them throughout our careers, but over time, some people may operate in one space more consistently than others.

Here’s a quick overview of the four:

⚠️ The Diminisher
This employee has high results but weakens relationships. They're often hard to work alongside, even when their output looks impressive on paper. Managers should hold this person accountable for their relational impact.

🤝 The Supporter
This employee has positive relationships but lower results. They're kind, positive, and team-focused. But in some cases, this person can slow down the team. Managers should coach and develop this person to strengthen their results.

🪫 The Drainer
This employee struggles to produce results while also weakening relationships. They drain team energy, resist accountability, and make it harder for others to do their best work. Managers should recognize when both results and relationships aren't improving and help them transition out.

🌟 The High Performer
This employee delivers excellent results while strengthening the people around them. They build trust, practice empathy, share credit, and raise the performance of the entire team. Managers should invest in this person, retain them, and develop them into future leaders.

The most effective leaders don't manage their employees the same way. They recognize patterns, tailor their approach, and help people grow toward high performance.

Want to learn more about how to bring this tool or other learning to your team? Start a conversation today.