What is the EOS® People Analyzer?
The People Analyzer™ is the EOS tool that evaluates every team member against two criteria: your Core Values (Right Person) and GWC™ (Right Seat). It produces a clear picture of who belongs, who needs coaching, and who is in the wrong seat. The People Analyzer ends the years of gut feelings and enables honest, structured people decisions.
The People Analyzer is among the top five tools EOS clients use most frequently. The reason is simple: most organizational issues trace back to people problems, and the People Analyzer is the systematic way to diagnose them.
Why the People Analyzer exists
Most leaders know which team members are struggling. They just cannot name why, and they avoid the hard conversations because the reasons feel subjective.
The People Analyzer fixes this. It gives the leadership team a structured, objective grid to evaluate every person. No more hedging. No more “I just have a feeling.” A clear scorecard against the two things that matter: Core Values and GWC.
Leaders who use the People Analyzer stop tolerating mediocrity. Not because they become harsh, but because they get clear.
The two sides of the People Analyzer
Right Person: Core Values
A Right Person shares your Core Values. They embody who you are as a company. They make the culture stronger, not weaker.
Core Values are scored with three symbols:
- Plus (+) means the person consistently lives the value
- Plus/Minus (+/-) means they sometimes live it, sometimes do not
- Minus (-) means they do not live the value at all
Right Seat: GWC
A Right Seat means the person can do the job. They Get it, Want it, and have the Capacity to do it.
GWC is scored yes or no. Black and white. All three must be yes.
The People Analyzer grid
The grid is simple. Team members down the left. Core Values across the top. GWC columns at the end.
At a glance, the leadership team can see where each person stands.
The Bar
Before using the People Analyzer, the leadership team must set The Bar. The Bar is the minimum acceptable standard for staying in the company.
For a typical set of five Core Values, the EOS-recommended Bar is: any combination of three pluses and two plus/minuses, with no minuses.
For GWC, The Bar is three clear yeses.
Anything below The Bar requires action. No exceptions.
How to use the People Analyzer
Step 1: Set The Bar
As a leadership team, agree on The Bar for Core Values and GWC. Document it. Communicate it.
Step 2: Review the leadership team first
Run the People Analyzer on the leadership team itself. Before you evaluate anyone else, you must evaluate yourselves. If the leadership team does not live the Core Values, no one will.
Step 3: Cascade to every department
Each leader runs the People Analyzer on their direct reports. Quarterly.
Step 4: Take action
After each review, every team member falls into one of four categories:
- Above The Bar on both sides. Right Person, Right Seat. Keep them, grow them, celebrate them.
- Above The Bar on Core Values, below on GWC. Right Person, Wrong Seat. Move them to a different seat they can GWC.
- Below The Bar on Core Values, above on GWC. Wrong Person, Right Seat. The hardest case. High performer, bad values. They must change or leave.
- Below The Bar on both sides. Wrong Person, Wrong Seat. They leave.
The four outcomes and what to do
Right Person, Right Seat
Keep them. Invest in them. Give them Rocks™ that stretch them. These are the people who build the company.
Right Person, Wrong Seat
Find them a seat they can GWC. Sometimes that is on your Accountability Chart™. Sometimes it is not. Either way, the issue is fit, not character.
Wrong Person, Right Seat
This is the hardest case. The person performs, but their values poison the team. High performers with bad values do more damage than underperformers with good values.
Have the Core Values conversation. Follow the Three-Strike Rule: 30 days to improve, then another 30 days if needed, then a decision. If they do not change, help them leave.
Wrong Person, Wrong Seat
No drama. No long conversations. Make the decision. Help them leave with dignity.
The Three-Strike Rule
EOS uses a structured coaching process before letting someone go. It is called the Three-Strike Rule.
- Strike One. Discuss the issues and your expectations with the person. Give them 30 days to correct the problem.
- Strike Two. If no improvement, discuss performance again. Give another 30 days.
- Strike Three. If still no improvement, they are not going to change and must go.
In practice, most teams find they rarely reach Strike Three. Once Core Values are clear, People Analyzer results are communicated, and expectations are set, the people who do not fit usually leave on their own before the third strike.
Common People Analyzer mistakes
- Skipping the leadership team. If the leadership team does not go first, the tool has no credibility below.
- Scoring too high. “I gave them all pluses because they are a nice person.” Niceness is not a Core Value. Be honest.
- Avoiding the Wrong Person, Right Seat conversation. This is the most avoided case and the most damaging. A high-performing culture-killer will destroy the team.
- Running it once and never again. Quarterly. Every quarter.
- Letting one person’s rating slide because they are indispensable. Nobody is indispensable. Everyone who stays in the company must be above The Bar.
How the People Analyzer connects to the rest of EOS
- Core Values. The Right Person side.
- GWC. The Right Seat side.
- Accountability Chart. The seat every person is evaluated against.
- LMA (Leadership, Management, Accountability). The framework for how leaders use the People Analyzer results.
Frequently Asked Questions
What is the EOS People Analyzer?
The People Analyzer is the EOS tool to evaluate every team member against Core Values (Right Person) and GWC (Right Seat). It produces a clear grid showing who belongs, who needs coaching, and who is in the wrong seat.
How often should we run the People Analyzer?
Every quarter. Start with the leadership team. Then cascade to every department.
What is The Bar in the People Analyzer?
The Bar is the minimum acceptable standard for staying in the company. For a typical five Core Values, The Bar is: three pluses, two plus/minuses, no minuses. For GWC, The Bar is three clear yeses.
What do the plus, minus, and plus/minus symbols mean?
Plus (+) means the person consistently lives the Core Value. Plus/Minus (+/-) means sometimes they do, sometimes they do not. Minus (-) means they do not live it at all.
Can the People Analyzer be used in hiring?
Yes. Many EOS companies use it in interviews to evaluate candidates against Core Values before making an offer.
Is the People Analyzer trademarked?
Yes. The People Analyzer is a trademark of EOS Worldwide.
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