Critical roles aren’t just senior positions—they’re the ones that directly impact key business outcomes, such as revenue growth, operational control, or customer experience.

Tip: Identify which roles are essential for enabling revenue growth, managing key levers, or improving customer satisfaction.

Value drivers are the levers that directly affect business outcomes, such as operational efficiency, revenue growth, or cost reduction. These drivers guide how roles are mapped to business impact.

Tip: Clearly define and communicate value drivers, ensuring alignment with the company’s goals.

For each role, define clear metrics (KPIs) that show how the employee's efforts impact specific value drivers. Ensure roles are mapped to the value drivers they influence most.

Tip: Define KPIs for each role that directly tie to value creation, such as revenue growth or cost savings.

Don’t overload one role with too many responsibilities or value drivers. Distribute critical roles strategically to ensure all drivers are accounted for.

Tip: Ensure a balanced distribution of roles across all key value drivers to avoid overloading employees and underperforming on certain drivers.

Use technology to track and update role-to-value driver mappings. Data should drive your decisions on how roles impact business outcomes.

Tip: Use platforms to track performance against value drivers and adjust role mappings as necessary.

Business priorities change. Review role-to-value driver mappings regularly to ensure alignment with evolving business needs.

Tip: Reassess role mapping every 6-12 months to ensure continued alignment with business objectives.

Conclusion: By systematically mapping roles to value drivers, your organization can ensure its talent is effectively driving value and achieving key objectives.