Discover how Irial O’Farrell’s RoDi HR transforms performance management through clarity, communication, and company-specific frameworks.

Founder of Evolution Consulting and Rodi HR, Irial O’Farrell

Most managers know the feeling. Something’s off with a team member. They’re technically doing the job… but something’s not quite right. Maybe they’re great at hitting targets but cause tension in meetings. Or maybe they’re new and struggling, but managers are still unsure how to guide them.

Irial O’Farrell has spent her career studying these exact situations.

From her first job in Australia to her current role as founder of Evolution Consulting, Irial has consistently understood this key question: How do we balance what people need with what the business needs? That question has taken her through operations, organization design, change management, executive coaching, and strategy.

However, it was the frustration around performance management on all sides that led her to build RoDi HR.

The Hidden Problem with Performance Reviews

The harsh truth is that most performance reviews are awkward. Managers feel unsure. Employees feel confused. And no one’s quite sure what to do next. Research backs it up:

• 75% of employees are left unsure about their performance
• 50% of managers don’t see the value of their company’s performance management process 
• 95% of HR managers aren’t happy with their current performance management process  

It’s not just awkward, but broken.

Performance management hasn’t kept up with how work has changed. Jobs are broader now, and people are expected to learn faster. And with AI coming into the mix, it’s only getting more complicated.

What If There was a System Built Around the Role?

RoDi HR starts with a simple shift in thinking: Performance isn’t about personality. It’s about the role. Irial and her team work with companies to define what performance means for every role. This isn’t a one-size-fits-all approach. It’s specific to the company, detailed, and built company by company, or rather, job family by job family.

She calls this framework Role Dimensions. Once it’s in place, it becomes the reference point for everything, from setting goals to giving feedback to planning careers. It clarifies what’s expected and how to grow.

The most startlingly convenient aspect of RoDi HR is what happens after the framework is built. Every employee receives a monthly email reminding them what they’re aiming for and what they should focus on next. Managers get their own version, showing how their direct reports are progressing.

It sounds simple. But it’s powerful. Employees no longer have to wait for an annual review to say, “You’ve been off-track for months.” No more guessing games. Just clear, regular communication that keeps performance aligned.

A Unique Way of Rating Beyond the 5-Point System

 

RoDi HR also rethinks how people are rated. The old five-point scale often fails to tell the real story. Irial’s system introduces more nuance. It separates:

• High performers from high potentials.
• Solid workers from those with blind spots.
• Learners from underperformers.

This helps managers understand what’s really going on, and what kind of support or challenge each person needs.

Why Role Dimensions Work

When companies implement Role Dimensions, they get more than just a new tool. They get:

• Clear expectations across all levels.
• Consistency across teams.
• Honest, productive conversations.
• Stronger learning and development planning.
• Better onboarding when people move between roles.

It even helps identify and fix small performance gaps, which, if left alone, could grow into significant issues. In short, it turns a confusing, frustrating process into something that actually helps people do better work.

Conclusion: Less Guesswork, More Growth

Irial isn’t just a consultant with ideas. She’s done the work. Her background includes a BSc in Applied Sciences, a diploma in executive coaching, and deep experience in organization design. She’s Ireland’s first CMI-accredited Master of Change. And she’s written best-selling business books.

But her real strength is seeing patterns and asking the right questions. Over the years, she’s spoken to thousands of managers and employees, using what she’s learned to build a system that actually fits today’s workplace.

Performance management doesn’t have to be a black hole of confusion. With RoDi HR, Irial O’Farrell has created a more innovative way to help people succeed in their roles and grow into/beyond them. It’s practical, grounded, and designed for real-world teams.

It does away with generic checklists and vague feedback by offering clarity, conversation, and continuous development.

Irial has proven that it’s time we all started thinking differently about performance, and she’s ready to show it to us. 

 

 

 

 

Published by: Liz SD.