At Pinkcollar, a social enterprise advancing ethical recruitment and protecting the rights of migrant domestic workers, I designed and implemented the organization’s first formal performance review process. The project included developing role‑specific key performance indicators, establishing an internal grading structure, proposing a transparent compensation framework, and outlining best practices for quarterly check‑ins and peer reviews. These systems support Pinkcollar’s mission by strengthening the organization from within; a motivated, well‑supported team is better equipped to advocate for fair recruitment, engage effectively with employers, and uphold the dignity of domestic workers.

My MBA coursework in people strategy and analytics, organizational change, and operations management was essential. I used frameworks from human capital management to create fair, motivating KPIs and grading structures. Courses on organizational change helped me navigate ambiguity and tailor global best practices to Pinkcollar’s size, culture, and mission. Collaboration skills honed through team‑based projects proved valuable when gathering input from leadership and staff to ensure the process was inclusive and well received.

A primary challenge was adapting performance review models used in large corporations to a small, mission‑driven organization without overburdening the team. Many established frameworks felt too corporate, so I simplified processes while preserving fairness and rigor. Balancing transparency with sensitivity was also difficult, especially when setting KPIs and grading criteria for a close‑knit staff. Limited historical performance data made benchmarking challenging, and securing buy‑in required careful communication and iteration. These challenges strengthened my ability to design systems that are both practical and people‑centered.

This experience reinforced the importance of tailoring systems to fit an organization’s size, culture, and mission. My goal was to design a review process that supports growth without adding bureaucracy, and I learned that simplicity and clarity drive adoption. Aligning internal practices with organizational values strengthens overall impact: motivated, supported staff are more effective in delivering on the mission. I also learned to balance structure with flexibility, involve stakeholders early, and communicate changes with empathy. Ultimately, I developed a deeper appreciation for building organizational capacity as a pathway to achieving long‑term social change.