Employee Success Agreement (ESA)
Replace vague job descriptions with a clear performance contract that defines exactly what "winning" looks like for the role.
When to use this.
Use this tool when you feel the friction of ambiguity:
- The Hiring Trap: You are about to hire someone but can't define exactly how they will pay for themselves.
- Subjective Reviews: Performance conversations feel like arguments because "good work" wasn't defined.
- Role Drift: An employee is busy all day but the important work isn't getting done.
What You Need First
Financial Context
Know how the role impacts profit.
Role Title
The specific seat they occupy.
30 Minutes Minimum
Quiet time to think deeply.
How to use it
Move from "Job Description" (Activity) to "Success Agreement" (Outcome).
Define Purpose & Value
Why does this job exist? Don't list tasks yet. Define the economic value. If this role didn't exist, what revenue or efficiency would be lost?
Separate Action from Outcome
In the matrix, list the Activity on the left (e.g., "Make sales calls") and the Result on the right (e.g., "5 new qualified leads per week"). You pay for the result, not the effort.
Set the Critical Result (CR)
Pick the ONE number that this person must own. If they hit everything else but miss this, they are failing. This brings focus.
The Agreement Conversation
Don't just hand it to them. Sit down. Read it. Ask: "Do you agree that this is achievable?" Get a verbal and physical signature.
Common Mistakes
- Vague Metrics: Using words like "maintain," "support," or "help." Use numbers.
- Too Many KPIs: If they have 15 priorities, they have zero. Stick to 3-5 key outcomes.
- Skipping the "Value": If the employee doesn't know how they make the company money, they will treat the budget like it's infinite.
Why this matters
"You cannot hold someone accountable to an expectation they never explicitly agreed to."
This tool shifts the dynamic from Parent/Child (you telling them what to do) to Adult/Adult (two professionals agreeing on an outcome).
Get the Template
Download the ESA (PDF)Includes: Purpose Template, Performance Matrix, and Critical Result Definition.
Frequently Asked Questions
Does this replace a job description?
Yes, for internal management. Traditional job descriptions are usually long lists of tasks used for hiring. The ESA is a living document used for management and review.
How often should we update it?
Review it quarterly during your performance check-in. If the business changes, the agreement must change.
What if an employee won't sign it?
Then you have identified a misalignment before it became a crisis. If they cannot agree to the outcomes, they are not the right fit for the role.
Need help defining the metrics?
It can be hard to see the "Critical Result" when you are deep in the operations. We can help you define the roles and build the first draft.
Start a Conversation →