Mei Chen
“I’ve handled five requests with a colleague. I’d like more practice with unfamiliar questions.”
Managing people is hard. We make it easy.
WeMatter gives managers the structure and accountability to define excellence, assess performance and guide development, giving your people direction and freeing you to focus on strategy.
Turn business goals into individual development.
4/6 achievables
Reduce average customer response time from 10 hours to 8 within 12 weeks.
Aisha Khan
Customer support lead
Help the team answer common questions confidently
Build a simple guide to the questions customers ask most.
Daniel Rossi
Team manager
Coach four advisers to handle difficult requests
Help each adviser work through a problem and agree the next step.
Mei Chen
Customer support adviser
Handle common customer requests independently by week 6
Give clear answers and recognise when specialist help is needed.
Trusted by organisations that value their people
Make capable management repeatable.
Managers should not have to invent a management system for every person. WeMatter gives them a structured cycle: establish what excellence looks like, measure performance against it, build development goals from the evidence and keep those goals moving through regular feedback and practical support.
01Competency Frameworks
Frameworks for excellence
Turn the standards in your leaders’ heads into competency frameworks, giving people a shared understanding of what excellence looks like in their role, and managers a shared basis for feedback.
Customer support adviser
Quality
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Asks questions to understand the problem.
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Explains the next step clearly.
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Recognises when specialist help is needed.
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02Engagement & Performance Scorecards
Performance conversations that land
Scorecards bring together perspectives to build a clear picture of current engagement and performance. The process gives managers the evidence and structure to navigate difficult conversations, understand what matters most and agree the right next step.
Mei Chen
iMatter · Self-reflection
“I can answer common questions, but I’m unsure when to ask for specialist help.”
Daniel Rossi
uMatter · Manager review
“Mei gives clear answers; I’d like to understand how she handles unfamiliar requests.”
When should Mei ask for specialist help?
Talk through a difficult request and agree what she can handle herself.
03SMART Development Goals
Goals that move the needle
Data analysis and natural language processing surface the most meaningful goals that improve performance where your organisation most needs it. Clear outcomes, deadlines and regular check-ins make progress visible and keep everyone accountable.
Handle common customer requests independently by week 6
Daniel Rossi
“Let’s work through a difficult request and agree when to involve a specialist.”
Let Signals inform strategy
Signals uses AI to uncover patterns across large datasets of performance results and people’s feedback. By bringing statistical evidence and personal experiences together, it helps you understand what is changing, spot connections you might otherwise miss and decide where to act next.
Illustrative data. All chart values and authored feedback are fictional examples, not customer results or a live AI analysis.
Select a department to override scroll emphasis. Select it again to follow the feedback. All departments remain visible.
Illustrative outcome, not a forecast. The 2026 values are a hypothetical scenario, not observed or proven results and not a guarantee. Exact history and scenario values follow in a table.
| Quarter | Evidence type | Operations | Customer Support | Sales |
|---|---|---|---|---|
| Q1 2023 | Illustrative history | 4.6 | 6.3 | 5.2 |
| Q2 2023 | Illustrative history | 4.9 | 6.1 | 5.6 |
| Q3 2023 | Illustrative history | 5.4 | 6.6 | 5.4 |
| Q4 2023 | Illustrative history | 5.7 | 6.9 | 6.0 |
| Q1 2024 | Illustrative history | 5.5 | 6.8 | 6.3 |
| Q2 2024 | Illustrative history | 6.0 | 7.2 | 6.2 |
| Q3 2024 | Illustrative history | 6.6 | 7.0 | 6.7 |
| Q4 2024 | Illustrative history | 6.5 | 7.4 | 7.1 |
| Q1 2025 | Illustrative history | 7.0 | 7.6 | 7.0 |
| Q2 2025 | Illustrative history | 7.2 | 7.8 | 7.5 |
| Q3 2025 | Illustrative history | 7.6 | 6.9 | 7.9 |
| Q4 2025 | Illustrative history | 8.0 | 6.1 | 8.4 |
| Q1 2026 | Illustrative outcome (scenario) | 8.2 | 6.5 | 8.6 |
| Q2 2026 | Illustrative outcome (scenario) | 8.4 | 7.0 | 8.8 |
Know your people.
Each person is a particular mix of what they need from work, what drives them from within and where they want to grow. Know that mix and you can build the conditions for them to thrive; miss it and even talented people go quiet. Foundation asks every person to set it out, and to say what is being met and what isn’t, so managers stop guessing.
Professional priorities
The conditions that help people do their best work. Fair reward, dependable leadership and recognition remove frustration and turn ability into stronger performance.
Professional priority
Recognition
“I want good work to be noticed.”
Personal drivers
What makes effort personally worthwhile, from mastering a skill to making a difference. Connect work to those motivations and development becomes something people want to pursue.
Personal driver
Growth & Mastery
“Learning new skills keeps me motivated.”
Growth opportunities
Meaningful challenges that build confidence, capability and contribution. Connect someone’s ambition with a business need, and their growth strengthens the organisation too.
Growth opportunity
Skill Development
“I want to feel confident handling difficult customer conversations.”
Mei Chen
“Learning with a colleague has helped. I’d like my progress to be noticed and more chances to handle difficult requests.”
Professional priority
Recognition
“I want good work to be noticed.”
Personal driver
Growth & Mastery
“Learning new skills keeps me motivated.”
Growth opportunity
Skill Development
“I want to feel confident handling difficult customer conversations.”
Not just software. A crew alongside you.
Too many platforms become subscriptions nobody uses. Use WeMatter as a standalone platform, or roll it out as a supported programme with the Ballast Crew. We help you embed it in everyday management and take on agreed development responsibilities, so your managers don’t carry it alone.
Set up and onboard
Frameworks, scorecards and goals configured around your business, and every team brought on board.
Embed the rhythm
Integrated into how you already run the business, so the practice becomes routine rather than a project.
Develop your people
We support ongoing development, including the responsibilities you agree to hand over.
“With WeMatter we retain our talent, develop our leaders and build a strong line of succession within our team.”
Ivan Foxcroft · Buhler Minneapolis
“Partnering with WeMatter and the Ballast Crew will transform your approach to talent and performance management. This is not just a service - it’s a strategic platform and process that seamlessly integrates competency frameworks with real-time engagement, employee feedback, and goal setting. This holistic approach enables the alignment of individual and team objectives with business priorities, ensuring everyone is working towards shared outcomes. By connecting all elements - competencies, feedback, goals, and engagement - WeMatter creates a unified, high-impact process that accelerates development and delivers sustainable results.”
Sara Andrews Director, Human Resources · Advanced Materials & Catalyst
“Over the last 8 years, our partnership with WeMatter and the Ballast Crew has led to the BMIN shopfloor being run by a dedicated group of cohesive self-directed team leaders. We have proudly created a high-performance culture that operates at world-class standards. This program has optimised the internal talent in our workforce; developing exceptional team leaders that lead the way for the next generation of high-performers. With WeMatter we retain our talent, develop our leaders and build a strong line of succession within our team.”
Ivan Foxcroft Senior Director of Service Workshops · Buhler Minneapolis
“At the onset of my relationship with WeMatter, I was hesitant because of prior consulting relationships at other companies. I soon realised this approach was different and highly effective in the best ways. WeMatter, with the support of the Ballast Crew, has helped create a high-performance culture focused on the development of leadership and a long line of internal succession has indefinitely helped this organisation create a confident, empowered, and engaged group of professionals striving for the best results in all aspects of the Value Stream.”
Curt Asfeld Manager, Manufacturing Engineering · Buhler Minneapolis
“We're thrilled to be partnering with WeMatter and the Ballast Crew. A huge thank you to everyone who played a part in bringing this collaboration to life. The energy and engagement in recent sessions have been incredible and it's been fantastic to see our teams embracing this opportunity. What stood out the most was the shared enthusiasm for growth and continuous development - something that truly defines our culture at Allison Homes. We are proud to be working with a partner that aligns with our culture and values and helps us support our people in the best way possible.”
Julia Brass Head of Group Marketing · Allison Homes
People thrive with clear direction
Give your managers the structure to provide it.
Let’s talk about your team
Your organisation’s ambitions, challenges and people are its own. This only works if we understand them and work well together. Let’s start by exploring what you need, where we can help and what a useful partnership would look like. We’ll contact you within 24 hours to arrange a video call.
We take an enterprise approach to pricing: scope, support and cost are agreed with you around your business needs. A conversation gives us the understanding to shape the right proposal.