Why Delivery + Skills + Behaviors

People Protocol measures performance across three dimensions: Delivery, Skills, and Behaviors. Doing all three does more than surface A-players.

What each dimension gives you

Delivery — What outcomes were achieved. Surfaces who is executing and who is not.
Skills — What the person can reliably do. Surfaces capability, growth, and complexity handled.
Behaviors — How work gets done. We use Behaviors (observable, measurable, coachable), not “Culture”.

Measuring only one dimension distorts decisions:

Delivery only — Rewards “results at any cost”; ignores how work is done and whether it’s sustainable or replicable.
Skills only — Rewards potential without accountability for outcomes.
Behaviors only — Rewards “how” without “what” — effort without impact.

Together, the three dimensions show:

Where future talent is — High skills + strong behaviors, even before peak delivery
Where to build capability — Skills gaps
Where execution is failing — Delivery gaps despite strong skills
Where risk is — Behavioral gaps (chaos, poor collaboration, unreliable follow-through)

That turns performance into organisational intelligence, not just individual ratings.

See Performance dimensions for definitions and examples, and Behaviors for why we use that term instead of “Culture”.