Free toolkit / The Team Performance Reset
Stop guessing where
your team needs support.
Estimate the time tied up in recurring problems, then test one practical change.
Free practical toolkit
How much work
comes back
to you?
The Team Performance Reset helps you estimate the time tied up in repeated clarification, avoidable approvals, and rework—then address one recurring problem.
- Count the time. Estimate its labor value using your own numbers.
- Compare the answers. See whether manager and teammate agree on what good looks like.
- Reset one responsibility. Agree on the result, authority, and support; check the work after 2 weeks.
Free to use with your team. The exercises are practical prompts, not a formal assessment.
Try the first exercise
Value the time.
Start with one representative week.
Illustrative starting values—replace them with your own. Hourly employment cost = annual salary plus employer costs ÷ annual paid hours. Exclude ordinary management and necessary reviews; count each person’s time once.
This values time, not cash savings or recoverable revenue. It is not a forecast of what Kokoro will save. Owner time can be reported as hours if no defensible hourly value is available. Entries stay in this page and are not sent to a server.
Experience behind the approach / One tech company
reduction in compensation-related turnover
Reported following the introduction of a transparent compensation structure, linked to skills and career levels. A result from Fujii’s in-house work with the team—not a forecast for your organization.
Connected systems.
Practical support.
At one tech company, Fujii’s work connected role expectations, onboarding milestones, reviews, competency maps, pay grades, and a teammate growth dashboard. Managers received coaching to use the approach.
The work also helped leaders recognize an overlooked teammate’s potential, promote her into management, and identify the support she needed.
How an engagement starts
Start where
the friction is.
First, understand what’s getting in the way.
We look at real work, hear from leaders, managers, and teammates, and review what you already use. We distinguish unclear standards from skills, workload, authority, or resource problems.
Then, agree a manageable first scope.
A team or role family to pilot. Concrete tools and responsibilities. Time for managers to participate. A defined implementation period, measures to watch, and clear ownership after handover.
The scope may be a focused project followed by implementation support, or phased work across the organization. Scope, schedule, and fees are agreed before work begins.
Let’s start with your actual team
What keeps coming
back to you?
Bring one example of work that keeps stalling, slipping, or needing your intervention. We’ll discuss whether the issue is something Kokoro can help address.
Start a conversation ↗