The S.T.A.R. Pillars are the foundation for Star Performance, Inc.’s programs and processes. For you and your organization, they will be the launching pad for your business success. This is how we help you increase revenue, improve service and reduce turnover. The S.T.A.R. Pillars of Success are:



  • To ensure you hire the right people for the right positions.

  • Help you avoid the mistake of hiring based on “gut hunches”.

  • Help you use science to objectively screen the best candidates for your team.

  • We work with the highly-accredited SIGMA Assessments, Inc. to increase the probability of hiring the right person.

  • These tools are cost-effective, easy to understand and use.

  • These tools work for all levels and positions that you are hiring for.



  • Your training content must be relevant, targeted and customized to the target market.

  • Off-the-shelf, one-size-fits-all training does not have lasting results.

  • Your training must be fun.

  • Your training must be cost-effective.

  • Your training must have the ability to be converted from “knowledge” into “action”.

  • Your training content and delivery must gain full “ buy-in” from the trained attendees.



  • All success is based on action.

  • Actions must be targeted towards a specific result and that result must be measurable

  • Pearson’s Law: “That which is measured improves. That which is measured and reported improves exponentially.”

  • You must measure more than just the end result; we help you measure and monitor the actions that lead to the desired result.

  • Measurement must make sense, fit the work-flow and be objective.

  • Some of the measurement tools that we use include weekly activity review reports and coaching calls, weekly revenue reports, call conversions and mystery shop reports, mystery shop visits for service delivery, reviewing and interpreting branded service scoring tools.



  • The concept of “what’s in it for me?” is not selfish; it is a natural and healthy instinct.

  • We help you build excitement and a program to highlight your heroes.

  • Reward programs could be focused on individual performance, team performance, overall business performance or a combination of all of these.

  • A key point to remember is that all incentives must have a clear “line-of-sight”, which means that each person is measured on actions and results that they have a direct control over.

  • Creates a positive and healthy team competitive environment.

  • Reward programs and how they are measured must be “stretchingly” realistic and objective.

  • Work should have a healthy dose of the “fun factor” in order to stabilize the team and generate long-term positive results.

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