People Fit Worksheet: Right Person, Right Seat, Decided in 30 Days
The score is the easy part. The hard part is the morning after, when you know someone is in the wrong seat and you still have to walk into the room.
This worksheet is our own. It is not the People Analyzer form. It asks for evidence on four things: values fit, whether the person wants the seat, their capacity for the seat, and the number they own. Then it forces the fifth thing most leaders skip: a decision within 30 days.
It took me a few years to learn that rule. Every time I stalled more than 30 days it was painful for the organization and an unnecessary tax. Sometimes it was the right person in the wrong seat, and the fix was to move them. Sometimes it was not. There is a great company out there for every individual. It just may not be yours.
People fit worksheet
Is each person in the right seat, on evidence, and what do we decide by day 30?
What you get
- A scoring grid for up to six people, with a live total and reading
- A 0 to 2 scoring guide with the evidence to bring
- The 30 day plan, day by day
- Print and CSV, with nothing sent anywhere
Open the full template
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Step 1. Score each person on evidence
Score each of the four criteria 0, 1 or 2, using the evidence in the guide below. No evidence, no score. Any 0, or a total of 4 or less, starts the 30 day clock.
| Name | Seat | Values fit | Wants the seat | Capacity for the seat | The number they own | Total | Reading | 30 day clock started |
|---|---|---|---|---|---|---|---|---|
| 0 of 8 | Score all four | |||||||
| 0 of 8 | Score all four | |||||||
| 0 of 8 | Score all four | |||||||
| 0 of 8 | Score all four | |||||||
| 0 of 8 | Score all four | |||||||
| 0 of 8 | Score all four |
The scoring guide
| Criterion | Evidence to bring | 0 | 1 | 2 |
|---|---|---|---|---|
| Values fit | Two specific moments in the last 30 days where the person showed a company value in action | Nobody can name one | One moment, or only the person's own account | Two named moments that others saw |
| Wants the seat | Work they took on without being asked, and their own answer to the question: do you want this seat? | The core work gets routed elsewhere, or the answer is no | Does the work when asked | Reaches for more of this seat's work |
| Capacity for the seat | The seat as drawn on next year's chart, and the energy trend from the last four 1:1s | The seat is growing faster than the person, or energy is falling steadily | Holds today's seat, not next year's | Holds the seat as it will look in 12 months |
| The number they own | The last 13 weeks of the seat's line on the weekly scorecard | Flat or red for a full quarter | Mixed | Moves when this person owns it |
Step 2. The 30 day decision
A wrong seat result is a finding, not a verdict. It starts a clock. Day 30 is a decision: the person stays, moves to another seat, or exits. It is never the start of another 30 days.
| Day | What happens | Owner | Notes and dates |
|---|---|---|---|
| 0 | The conversation. The gap named with evidence, the question asked: do you want this seat? | CEO or Integrator | |
| 2 | A written plan: one number, two behaviors, one end date | The person drafts, the leader edits | |
| 7 | First check, 15 minutes, evidence only | The person reports | |
| 14 | Midpoint: on track, off track, or asking to move seats | Both | |
| 21 | Final check, with the three possible outcomes named out loud | Leader | |
| 30 | Decision: stays, moves seats or exits | Leader, with the leadership team aligned |
Before the conversation
- Book it with a stated purpose. No surprise agenda.
- Keep the problem and the individual in two separate columns.
- Agree the 30 day plan in writing before the meeting ends.
- Align the leadership team before any exit is announced.
Independence
Leaders ADAPT is independent of EOS Worldwide, which owns the People Analyzer, and of every other framework owner. None of them has certified or endorsed us. The People Analyzer is named only to describe it. The criteria and scoring on this page are our own, and no proprietary worksheet or question set is reproduced.
Where this fits
This worksheet belongs to the leadership team development guide, written for companies that already run an operating system.
- Leadership team developmentThe hub. The people problems every system surfaces and none of them solves.
- The People Analyzer, and what to do after a wrong seat resultThe conversation, the 30 day plan and an exit done well.
- Leadership accountabilityThe weekly system that holds a team to its commitments.
- Accountability Chart TemplateDraw the seat before you judge the person in it.
Common questions
What is a people fit worksheet?
It is a one page check of whether a person fits their seat, scored on evidence rather than impressions. This one covers values fit, wanting the seat, capacity for the seat and the number the person owns, with a 0 to 2 score for each and a 30 day decision rule for any gap it finds.
What is the 30 day rule?
Once a wrong seat result is clear, you decide within 30 days: the person stays, moves to another seat or exits. Andreas Pettersson learned it at Arcules, where every stall past 30 days was painful for the organization and an unnecessary tax. Day 30 is a decision, not the start of another 30 days.
How is this different from the People Analyzer?
The People Analyzer is an EOS tool that rates people against core values and asks three questions about their seat. This worksheet is our own design. It asks for evidence instead of ratings, adds the number the person owns and ends with a dated decision. It does not reproduce the People Analyzer form.
Should the person see the worksheet?
Yes, before the conversation, not as a surprise in it. Prep people, do not trick people into things. Book the conversation with a stated purpose, name the gap with evidence, ask whether they want the seat, and agree the 30 day plan in writing before the meeting ends.
The conversation after the score
What it is: The 5 Minute Leader, the protocols for the how that EOS leaves out: the accountability conversation, 1:1s, feedback, delegation and rhythm. Who it is for: Leaders who know a seat is wrong and want the conversation, and the 30 days after it, to go well.