In the dynamic landscape of the iGaming industry, identifying and nurturing people’s potential is key to sustained growth and innovation. RISK has made incredible strides in developing a strategic and effective approach to building its teams from the ground up, transforming what was once a chaotic environment into a well-structured, people-focused organization. We spoke with Yuliia Kushnir, HR Strategic Projects Manager at RISK, to explore the methodology and impact of the company's people potential assessment initiative.
As RISK continued to grow rapidly, the company faced a critical challenge: how to effectively evaluate and develop the potential of its expanding workforce. Traditional performance assessments were no longer sufficient for a team of this size and complexity. What was needed was a comprehensive, adaptable system that could assess not only employee performance but also their potential for future growth.
The journey began with the introduction of a comprehensive Performance and Potential Assessment framework, designed to align with RISK’s business goals, core values, and growth vision. This system was built to provide a holistic view of every employee's contribution—not just what they had achieved, but also what they were capable of achieving in the future.
The cornerstone of RISK’s approach to identifying people’s potential lies in its four-phase assessment process: Preparation, Evaluation, Calibration and Feedback. This approach ensures that each employee is evaluated consistently, with clear feedback loops and structured development plans.
The journey starts with the Preparation Phase, where employees and managers align on the expectations, goals, and competencies required for success in their respective roles. “Preparation is key,” Yuliia explains. “It’s about ensuring everyone understands what’s expected of them and how they can grow. We put a lot of emphasis on setting clear, achievable OKRs (Objectives and Key Results) for every individual.”
Every participant undergoes training on the process itself, ensuring that both employees and managers are fully aware of what to expect and how to navigate the system. In addition to setting OKRs, the preparation phase involves understanding the role alignment, syncing core values, and establishing a foundation for potential assessment. This phase is designed to make sure everyone is on the same page before moving forward with evaluation.
The Evaluation Phase is where the magic happens. RISK’s Performance and Potential Assessment framework utilizes a 9-Box Grid Matrix to evaluate both performance and potential, providing a nuanced view of each employee.
“Performance is measured based on three key components—OKRs, job level, and core values,” Yuliia elaborates. “We use a weighted formula, where 50% of the score is derived from OKR achievement, 30% from job level assessment, and 20% from alignment with core values. This helps us ensure that the evaluation is fair and aligned with our business goals.”
For example, an employee’s performance score might be calculated as follows:
Performance Factor = (9 * 0.5) + (8.5 * 0.3) + (10 * 0.2) = 9.05
In addition to performance, growth potential is assessed based on attributes like adaptability, scalability, consistency, and self-awareness. Each attribute contributes equally to the overall potential score, providing a holistic view of an individual’s ability to grow and adapt within the company.
An example growth potential score might look like this:
Growth Potential = (9 * 0.25) + (8 * 0.25) + (10 * 0.25) + (10 * 0.25) = 9.3
“High-potential employees are the future leaders of our company and iGaming,” says Yuliia. “The 9-Box Grid helps us differentiate between those who are performing well today and those who have the capacity to take on bigger roles in the future.”
Once evaluations are completed, the Calibration Phase begins. This phase is crucial for ensuring that assessments are consistent across the organization. Managers come together to discuss individual evaluations, compare insights, and align on the placement of employees within the 9-Box Grid.
“The calibration process helps eliminate biases and ensure that our assessments are fair and aligned,” Yuliia explains. “It’s not just about one manager’s perspective; it’s about coming together as a leadership team to make sure we’re all seeing things the same way.”
The final step in our process is the Feedback Phase. This phase ensures that employees receive constructive and actionable feedback, allowing them to improve continuously.
“Feedback is a vital part of growth,” Yuliia highlights. “After the evaluation and calibration, every employee receives clear feedback about their performance, areas for improvement, and future potential. This helps them understand where they stand and what they need to focus on for better performance”
The Feedback Phase is also a chance for employees to provide feedback on the evaluation process itself, making it a two-way street. This reinforces the idea that RISK’s check-up system is not just a top-down assessment, but a collaborative and evolving approach to growth and development.
The 9-Box Grid is a critical tool in RISK’s assessment framework, helping the company categorize employees based on their performance and potential. The grid includes several categories, each representing a different combination of performance and potential:
“Identifying where each employee stands on the 9-Box Grid allows us to tailor development plans that are specific to their needs,” says Yuliia. “We want to help our Potential Gems become Stars, and ensure our High Performers have opportunities to expand their skills.”
RISK’s assessment framework isn’t just about evaluating employees—it’s about aligning people strategy with the company’s broader business goals. As Yuliia emphasizes, “Our assessments are tied to our business outcomes. We’re not just looking at how well someone is performing in their current role; we’re looking at how they can contribute to RISK’s growth and success in the long term.”
The OKR-driven approach is central to this alignment. By setting clear objectives for each team and individual, RISK ensures that everyone’s efforts are directed towards achieving key business milestones. “It’s about making sure everyone knows how their work contributes to the bigger picture,” says Yuliia.
The assessment process at RISK doesn’t end with evaluation; it’s followed by structured feedback and development planning. The feedback phase is designed to provide employees with actionable insights into their performance and potential.
“Feedback is critical,” Yuliia notes. “We want our people to understand where they excel and where they have opportunities to grow. It’s not about criticism; it’s about empowerment.”
Following feedback, employees work with their managers to create Development Plans that focus on closing skill gaps, enhancing strengths, and preparing for future roles. “The goal is to make sure every employee has a clear path forward,” says Yuliia. “We want our people to feel supported in their journey, whether they’re aiming for a leadership position or looking to deepen their expertise in their current role.”
Since implementing the Performance and Potential Assessment framework, RISK has seen significant improvements in both individual and organizational outcomes. Employee engagement has increased, with team members feeling more connected to their growth journey and the company’s vision.
“We’ve seen a shift in how people view their roles at RISK,” Yuliia shares. “They’re not just doing a job—they’re building a career. They see the opportunities ahead of them, and they’re motivated to reach their full potential.”
The framework has also helped RISK identify and develop its future leaders. By focusing on potential as well as performance, the company has been able to uncover hidden talent and provide the necessary support to help these individuals thrive. “Our high-potential employees are now leading critical projects and driving innovation across the company,” Yuliia proudly states.
One of the key cultural shifts that has emerged from RISK’s people strategy is a culture of ownership and empowerment. By giving employees the tools they need to succeed—and the clarity on how they’re being assessed—RISK has fostered an environment where people feel in control of their careers.
“Ownership is at the heart of what we do,” Yuliia explains. “We treat our employees as adults who are responsible for their own growth. Our role as HR is to enable them, not to micromanage them.” This shift has been instrumental in building a workforce that is engaged, motivated, and ready to take on new challenges.
Looking ahead, Yuliia and the HR team at RISK are focused on continuing to innovate and refine the Performance and Potential Assessment framework. The goal is to ensure that the system evolves alongside the company’s growth and continues to meet the needs of its diverse workforce.
“We’re not standing still,” Yuliia says. “We’re always looking for ways to improve. Whether it’s incorporating new technologies, refining our assessment criteria, or finding better ways to support our people, we’re committed to making RISK the best place for our employees to grow.”
Yuliia’s vision for the future is clear: to build a high-performing, engaged workforce that drives RISK’s continued success in the competitive iGaming industry.
RISK’s journey from chaos to structure is a testament to the power of strategic HR initiatives. By implementing a comprehensive Performance and Potential Assessment framework, the company has transformed its approach to people management, creating a culture of growth, ownership, and empowerment.
For companies looking to foster a similar transformation, Yuliia offers this advice: “Start by aligning your people strategy with your business goals. Build a system that not only evaluates performance but also identifies potential. And most importantly, create an environment where people feel empowered to take ownership of their growth.”
RISK is not only setting a new standard in iGaming but also proving that the key to success lies in the potential of its people.
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