How Culture, Not Just Strategy, Drives Agile Employee Performance Management

Written by Kimberly Tilar on February 13, 2026. Posted in Uncategorized

Think of workplace culture as the foundation of a building—no matter how sturdy the walls or advanced the design, weaknesses will emerge without a strong base, leading to potential failure. Similarly, even the most well-crafted strategies and key performance indicators (KPIs) cannot compensate for a weak workplace culture.  In this interview, Mohannad Al-Ghazo, a management consultant at The KPI Institute, shares insights into why culture plays a significant role in fostering sustainable performance.

From your own professional experience, what key elements are indispensable in cultivating a performance-oriented culture, and how have they influenced your work?

A strong performance culture comes from clear goals, accountability, and openness. At Innovia Biobank, I introduced automation to track performance, which helped reduce bad debts and improve efficiency. Similarly, at The KPI Institute, I’ve seen how customized training and clear KPI frameworks help teams stay focused and improve results.

Strategic priorities today are being shaped by trends such as the rise of artificial intelligence (AI), reskilling efforts, and economic pressures, as highlighted in the World Economic Forum’s Future of Jobs 2025 report. In light of these trends, should we anticipate shifts in organizational culture? And if so, what might those changes look like?

Yes, organizations are moving toward AI-driven decisions, flexible work models, and continuous learning, and The KPI Institute helps companies adapt their KPIs to reflect these changes. For example, many companies now track digital skills development as a key performance measure, showing how important adaptability has become.

Read More >> When Culture Becomes the System: How Does Continuous Performance Management Transform Today’s Organizations?

In light of ongoing workplace shifts, which cultural trends do you think are having the greatest impact on increasing work productivity and individual performance?

Remote and hybrid work flexibility, personalized performance incentives, and AI-driven decision-making are the key trends shaping productivity. Empowering employees with autonomy, leveraging AI for task optimization, and fostering a results-driven rather than process-driven approach have proven to enhance both engagement and efficiency.

In today’s agile work environment, sustainability continues to be a key strategic consideration. In your view, how can organizations truly embed sustainability values in their culture, beyond just meeting regulatory compliance?

Sustainability must be part of daily operations, not just policies. At Innovia Biobank, we automate lab processes to cut costs and reduce waste. At The KPI Institute, we help companies implement sustainability KPIs to improve efficiency, track progress, and enhance resilience. These KPIs ensure accountability, align with global standards, and drive measurable impact, helping businesses integrate sustainability into their core strategy for long-term success.

As organizations adapt to these cultural and strategic changes, what key actions can leaders take to make sure performance isn’t just maintained but enhanced?

Leaders must shift from monitoring tasks to coaching teams, leveraging real-time analytics for agile decision-making. In this shift, transparent goal-setting, continuous learning, and fostering innovation are crucial. By embedding a performance-driven mindset, as we did at The KPI Institute, we saw productivity surge through clear accountability and structured KPIs.

A major factor influencing workplace culture and performance is work structure. How do you see changes such as the back-to-office push influencing employee motivation and effectiveness? In your opinion, is a remote or office-based approach better?

A hybrid model is optimal as it balances collaboration with flexibility. While in-office work strengthens culture and alignment, remote setups boost productivity and work-life balance. The best approach depends on industry demands, but autonomy and trust in employees yield the highest performance levels.

Given these structural and cultural shifts, what methods have you observed that organizations use to assess employee performance nowadays, and do these methods really help people achieve better results?

Companies are moving away from traditional annual reviews to real-time tracking. At The KPI Institute, we work with companies that use performance dashboards to track progress throughout the year. This helps managers give faster feedback, keeping employees focused and improving overall performance.

How can organizations make a smooth transition from the traditional rating and ranking evaluation system to agile employee performance management?

Shifting focus from rigid numerical ratings to goal-based and competency-driven evaluations can evolve traditional ranking systems into a more agile and adaptive approach to performance management. Incorporating regular check-ins, self-assessments, and AI-driven insights can provide more meaningful feedback. Additionally, clear communication and training ensure employee buy-in, which makes the transition seamless and effective.

Looking at what works in practice, what is one tool, method, or approach that has proven most effective in your organization for driving employee performance?

Data-driven decision-making combined with automated KPI tracking has been the most effective. At Innovia Biobank, integrating systems, applications, and products (SAP) in data processing and customer relationship management (CRM) systems provided real-time insights that improved performance visibility and accountability across departments.

Read More >> The One Culture Shift That Drives Growth in Technological Disruption

While performance incentives like targets and bonus systems are designed to drive results, they can sometimes lead to undesirable attitudes and consequences. How can organizations avoid the negative impacts of target setting at the employee level?

Organizations should balance quantitative targets with qualitative measures. Emphasizing collaboration, learning, and process improvements prevents a toxic, target-obsessed culture. Moreover, aligning individual goals with company missions ensures motivation remains purpose-driven rather than pressure-driven.

Over the years, what’s been the most surprising or counterintuitive lesson you’ve learned about organizational culture, and how has it shaped your approach to leadership?

Culture is more important than strategy or KPIs alone. At The KPI Institute, I’ve seen that even the best systems won’t work unless employees feel valued and supported. When people believe in the company’s vision, they perform better—not because they have to, but because they want to. 

**********

Editor’s Note: This article was originally published in Performance Magazine Issue No. 23, 2025 – Employee Performance Edition.

About the Expert: An award-winning management consultant, Mohannad Al-Ghazo was recognized in 2023 as the Most Visionary Healthcare Diversification CEO. With over 13 years of leadership in healthcare, biobanking, and business transformation, he drives innovation and operational excellence across industries. He believes long-term success depends not just on strategy or KPIs but on agile performance management, which emphasizes adaptability, collaboration, and growth.

Tags: agile, employee performance management, Organizational Culture, Strategy