People Analyzer
The People Analyzer is the EOS tool for objectively evaluating whether you have the right people in the right seats. It combines core values alignment with the GWC framework to create a clear, data-driven view of your team.
The Right People, Right Seats Formula
In EOS, the People component rests on a simple formula:
Right People (share your core values) + Right Seats (GWC the role) = A strong organization
The People Analyzer makes this formula actionable by providing a structured evaluation framework.
Core Values Evaluation
The left side of the People Analyzer evaluates whether each person is the right person -- meaning they share your organization's core values.
How It Works
- List your core values across the top of the matrix (these come from the V/TO).
- List your team members down the left side.
- Rate each person against each core value using this scale:
| Rating | Meaning |
|---|---|
| + | Exhibits the value most of the time |
| +/- | Sometimes exhibits, sometimes does not |
| - | Rarely or never exhibits the value |
Setting the Bar
The "bar" is the minimum acceptable standard. EOS recommends:
- Mostly + ratings across all core values.
- At most one +/- is acceptable.
- Any - on a core value is a serious concern.
A person who falls below the bar is not the "right person" for your organization -- regardless of their skills or performance.
INFO
This is not about judging people as good or bad. It is about fit. A talented person who does not share your core values will create friction, no matter how skilled they are. They may thrive in a different organization with different values.
GWC Framework
The right side of the People Analyzer evaluates whether each person is in the right seat using three criteria tied to their specific role in the Accountability Chart.
G -- Gets It
Does this person truly understand:
- The role and its responsibilities?
- The systems and processes involved?
- The company's culture and how things work here?
"Getting it" is intuitive. Some people just get a role -- they understand its nuances, priorities, and challenges without being told.
W -- Wants It
Does this person genuinely want this role?
- Not just the title or the compensation.
- Not because it was the only option.
- They are energized by the work and motivated to excel.
A person who does not want the role will eventually disengage, no matter how capable they are.
C -- Capacity
Does this person have the capacity to do the job?
- Intellectual capacity -- Can they handle the complexity?
- Physical capacity -- Can they manage the demands (travel, hours, physical requirements)?
- Emotional capacity -- Can they handle the stress, conflicts, and pressures?
- Time capacity -- Do they have enough bandwidth, or are they in too many seats?
GWC Rating
Like core values, GWC uses the +, +/-, - scale. The standard is clear:
- All three (G, W, C) must be + for the person to be in the right seat.
- A single - in G, W, or C means the person is in the wrong seat.
- A +/- is a yellow flag that may improve with coaching or may indicate a fundamental misfit.
WARNING
GWC is seat-specific. A person might score + / + / + in one role and + / - / + in another. Always evaluate GWC against the specific seat, not the person in general.
The Four Quadrants
Combining "Right Person" and "Right Seat" produces four outcomes:
| Right Seat (GWC +) | Wrong Seat (GWC has -) | |
|---|---|---|
| Right Person (values +) | Keep and develop | Move to a different seat |
| Wrong Person (values have -) | Coach on values or transition | Transition out |
Right Person, Right Seat
This is the ideal. The person shares your values and thrives in their role. Retain, develop, and promote them.
Right Person, Wrong Seat
This person is a great cultural fit but struggling in their current role. The solution is not to let them go -- it is to find the right seat. Maybe they need a different function, a different level of responsibility, or a role that better matches their GWC.
Wrong Person, Right Seat
This is the trickiest situation. The person is highly competent in their role but does not share your core values. They may hit their numbers but damage the culture. In EOS, culture wins. Coach them on the specific values gaps, but if the behavior does not change, transitioning them out is necessary to protect the organization.
Wrong Person, Wrong Seat
Both values and GWC are misaligned. The conversation is clear, if difficult: this person needs to transition out of the organization.
Conducting the Evaluation
When
People Analyzer evaluations are typically conducted:
- During quarterly planning sessions -- a quick review of the team.
- During annual planning -- a thorough evaluation with action plans.
- When performance concerns arise -- as an objective framework for the conversation.
Who Participates
The leadership team evaluates together. This is not a private exercise -- the team discusses each person's ratings openly. This prevents individual bias and produces more accurate assessments.
The Conversation
After ratings are complete:
- Identify anyone below the bar.
- Discuss what is needed: coaching, seat change, or transition.
- Assign action items with deadlines.
- Follow up at the next quarterly session.
TIP
The People Analyzer makes difficult conversations easier because it is objective and structured. Instead of "I don't think John is a good fit," you can say "John has a +/- on 'Own the Outcome' and a - on Wants It. Let's discuss what that means and what we should do."
How EOS Hub Helps
EOS Hub's People Analyzer feature provides:
- A matrix with core values (from V/TO) and GWC columns
- +, +/-, - rating for each cell
- Visual indicators for people above or below the bar
- Historical evaluation records
- Integration with the Accountability Chart for seat context
Related Pages
- People Analyzer Feature -- Using the People Analyzer in EOS Hub
- Accountability Chart -- The seats people are evaluated against
- V/TO -- Where core values are defined
- Six Key Components -- The People Analyzer is part of the People component