Peter Thuita
Co-founder
More than six years building HR functions and operational systems in Kenyan organisations. Peter leads every engagement.
Your team is busy.Is the business moving forward?
Talentos helps founder-led businesses in Kenya build a culture of performance. People know what to deliver. Managers take responsibility for progress. You see where your attention is needed.
A business that moves with its people.
You have plans for the business. Delivering them depends on what happens across your team every day.
We connect your business goals to what each person needs to deliver, then work with your managers on how they review progress and address problems.
Know what is moving. Know where to act.
- Progress you can see.
- Know what each team is working towards, what has been delivered and where work is falling behind.
- Managers who follow through.
- Your managers recognise good work, address shortfalls and resolve problems with their teams.
- Decisions that reach you in time.
- See what needs your attention, why it matters and who owns the next action.
- 28 of 45 objectives are on track. Each of the other 17 has a name and an owner.
- Four blockers have waited more than 30 days. Only the founder can clear them, so they come first.
- Revenue is the one goal off pace, and Grace owns it. Ask why before you ask who.
A missed target tells you there is a problem. Find out why.
Was the expectation clear? Did the person have the tools, information and support they needed? Or did they have what they needed and still fall short?
PACE, the Talentos method, records both what the person delivered and what the business provided. The next action follows the cause.
Start with the Performance Picture.
A ten-working-day assessment of how performance is managed in your business.
We interview you and your managers, hear from staff through an anonymous survey, and review your records. You receive the findings, the gaps that matter most and recommended next steps.
This assesses management practices across the business, not individual employees.
“I know how my work will be judged.”
Built with your managers. Run by your managers.
We help set expectations for each role, then coach your managers through real performance conversations and reviews. As they take responsibility, we step back.
Five stages. Then we step back.
- 01 See clearly10 working days
- 02 BuildWeeks 1–3
- 03 Run it togetherWeeks 2–12
- 04 Step backMonths 4–6
- 05 Check it lastsMonths 6, 12, 24
Who you will work with
Rita Wanjeri
Co-founder, Research and Measurement
Rita leads how evidence is gathered and assessed, so progress can be tracked.
For the work of managing
Practical articles and templates on expectations, feedback and fair performance decisions.
- Disciplinary hearing for poor performance in Kenya: how to run a section 41 hearingWhat section 41 of the Employment Act requires at a poor performance hearing in Kenya: the invitation letter, the meeting, minutes, the decision and appeal.
- Probation period in Kenya: the rules for employers and how to run it wellHow long probation can last in Kenya, what notice applies, why probationers are now entitled to a hearing, and how to run probation so your decision holds up.
- Warning letters for poor performance in Kenya: when to give one and what to writeKenyan law sets no number of warnings, but courts look at the ones you gave. When to give a poor performance warning, what to write and how to deliver it.
Where does progress still depend on you?
Year-end appraisals are coming. Will they rest on evidence or on memory? Take the Quick Picture: twelve statements about how performance works in your business. Around three minutes, with no sign-up needed to see your result.