Practical Steps to Implement EOS People Tools in Your Business

Introduction : EOS as a tool for high-performing SMB teams

Businesses of all sizes rise and fall on the strength of their teams. In no setting is this more acute than in SMB. Not only is talent typically wearing more hats, every single person’s contribution is deeply felt throughout the entire organization. Companies that have struggled with hiring, managing talent, and fostering productive workplace cultures were the inspiration for the Entrepreneurial Operating System (EOS) 🌟, a proven framework designed to help organizations clarify their vision, align teams, and achieve measurable results.

In 2024, the EOS Mastery Series published their latest edition to the “Traction” library. *People: Dare to Build an Intentional Culture* by Mark O’Donnell, Kelly Knight, and CJ DuBe’ dives deep into the *People Component™* of EOS. In this guide, we’ll provide actionable strategies that address today’s biggest people challenges, from culture-building to performance optimization. We’ll also explore the foundations of EOS, summarize the tools from *People*, and show you how to implement an EOS people strategy. 🛠️  

What Is EOS for SMB?  

The Entrepreneurial Operating System (EOS) is a business framework introduced in Gino Wickman’s book *Traction*. It focuses on six core components of a business: Vision, People, Data, Issues, Process, and Traction. EOS offers tools and methodologies to help businesses identify priorities, create accountability, and ensure alignment across all levels. 📈  

There’s no time within a company’s development when it’s more important to implement a framework like EOS than SMB. Why? The way we grow our organizations from the very start sets the tone of culture throughout their existence. There is no undoing a toxic culture and having a framework like EOS can ensure the right people are in the right seats to grow organizations the right way.  

The *People Component™* is the second pillar in the Entrepreneurial Operating System and also arguably the most important. Without the right people in the right seats, even the best strategies fail. 

This is where *People: Dare to Build an Intentional Culture* comes in, providing leaders with a step-by-step approach to building a high-performing team and intentional, authentic culture. 🧩  

EOS Tools for the People Component 

Accountability Chart

The accountability chart is a functional roadmap for your organization. Unlike a traditional organizational chart, which focuses on hierarchy and job titles, the accountability chart emphasizes clarity around roles, responsibilities, and ownership of critical functions. It ensures that every key function in your organization is accounted for, and someone is held responsible for delivering results.

Purpose of the Accountability Chart

The primary goal of an accountability chart is to:

• Clarify Expectations: By defining each role and its specific responsibilities, team members clearly understand what is expected of them.
• Ensure Accountability: Every critical function has a designated owner, preventing gaps or overlaps in responsibility.
• Streamline Decision-Making: The chart helps everyone understand who is accountable for what, reducing confusion and fostering efficiency.
• Align Structure with Vision: It enables leaders to design the organization around the company’s strategic goals, ensuring the right people are in the right seats.

How to Implement the Accountability Chart

Step 1: Define the Organization’s Structure First

Start by identifying the major functions needed to achieve your organization’s vision. These typically include areas like:

• Sales and Marketing
• Operations
• Finance
• Customer Success/Support

For organizations using EOS, the “Integrator” and “Visionary” roles are also central components of the structure.

Step 2: Break Down Key Functions

Within each major function, define the 3 to 5 key roles required to execute the work. Focus on the responsibilities associated with the role, not the individual currently occupying it.

Step 3: Assign Accountable Individuals

Assign one person to be accountable for each role. In EOS, the emphasis is on “one person per seat” to avoid diluted accountability. A single person can occupy multiple seats if appropriate, but every seat must have one clear owner.

Step 4: Use the EOS People Analyzer™

Once roles are defined and individuals assigned, assess each person’s fit for their seat using the People Analyzer™. This tool evaluates team members against your core values and the GWC™ framework:

• Get It: Does the person understand what the role requires?
• Want It: Does the person genuinely want to do the work?
• Capacity to Do It: Does the person have the skills, time, and mental capacity to fulfill the role effectively?

Step 5: Review and Refine

• Regular Updates: Revisit your accountability chart quarterly or as your business evolves to ensure it remains aligned with your goals.
• Team Collaboration: Share the chart with your team to foster transparency and ensure buy-in.

An SMB CEO’s Accountability Chart Example

You’re the CEO of a SMB that recently reached what HBR refers to as Stage 3 (the success/growth era of your company’s

• Product Development Lead (Accountable for the product roadmap and delivery)
• Operations Manager (Accountable for process optimization and resource management)
• IT Lead (Accountable for system reliability and cybersecurity)

Each of these roles will have clearly defined responsibilities listed beneath them, with one person accountable for each.

By focusing on function over formality, the accountability chart becomes a dynamic tool that evolves with your organization, driving clarity, efficiency, and alignment.

The People Analyzer™

   This tool evaluates team members against your core values and role-specific expectations.  

• Steps : List employees and your core values.
• Assign a “+,” “-,” or “+/-” for each value based on their alignment.
• Use this tool to identify team members who need development or role adjustments. ✅  

Modern Performance Reviews with the 5-5-5 Tool  

   Traditional annual reviews often feel stale and unproductive. EOS replaces this with ongoing quarterly conversations based on the 5-5-5 framework.  

• Focus Areas:  Core Values, Roles, and Rocks (90-day priorities).  
• Execution: Schedule informal one-on-one discussions to align expectations, discuss challenges, and celebrate wins. 🎯  

Delegate and Elevate™

 Delegation isn’t just about offloading tasks—it’s about ensuring people focus on their strengths.  

•  How to Use: Leaders and managers identify tasks that drain their energy or fall outside their skill sets and delegate them to the right team members. 💼  

Clarity Breaks

Regular reflection is crucial for leaders to maintain focus and strategy. EOS encourages leaders to schedule “clarity breaks” where they step back from daily operations to evaluate big-picture goals. 🧘  

Quarterly Rocks

   Quarterly Rocks are focused, short-term goals that align with the company’s long-term vision. 

• Purpose: Limit distractions and ensure progress on critical initiatives.  
• Implementation: Leaders and teams set clear, measurable Rocks each quarter, track progress weekly, and adjust as necessary. 🪨  

Level 10 Meetings™  

   These structured weekly meetings ensure consistent alignment across teams.  Agendas include Review Rocks, analysis of KPIs, and solving issues collaboratively. 📅  

Building an Intentional Culture  

In *People: Dare to Build an Intentional Culture*, the authors emphasize that culture must be intentional, not accidental. Here’s how EOS guides you through this process:  

1. Define Core Values 

Your core values are the foundation of your culture. Identify 3-7 actionable values that reflect your organization’s essence. Communicate these clearly and often, modeling them in everyday interactions. 💡  

2. Hire and Fire for Fit  

Use your core values as a litmus test in hiring decisions. If a high performer doesn’t align with your culture, they can do more harm than good. Fire quickly when necessary and hire deliberately. ⚡  

3. Onboarding and Reinforcement  

 Introduce new hires to your values from day one, not just through speeches but by demonstrating them in action. Reinforce cultural alignment through public recognition of employees who embody your values. 🎉  

4. Leverage Feedback Loops  

Regularly gather input from your team via tools like Quarterly Conversations or the Issues List. Address feedback transparently to build trust and engagement. 🔄  

Why SMBs Need EOS People Strategies  

For SMBs, the stakes are higher when it comes to talent. Poor alignment, unclear expectations, or cultural toxicity can derail growth before it even begins. EOS provides a roadmap to avoid these pitfalls by aligning people strategies with business goals. 🚀  

According to Deloitte, companies with strong cultures are 1.5x more likely to experience revenue growth and 2x more likely to retain top talent. The structured, practical tools in EOS help you achieve these outcomes by creating clarity, fostering alignment, and empowering teams to excel. 💼  

The Last Word on EOS for SMB

Implementing an EOS people strategy is one of the most powerful levers you can pull for your SMB when aiming for long-term success. By combining tools like the Accountability Chart, 5-5-5 framework, and Delegate and Elevate™, with a relentless focus on culture, you can transform your team from a group of individuals into a high-performing unit aligned with your vision. 💪  

When you’re ready to take the first step we recommend that you defining your core values and assessing your current team. At Castle HR, we love working with SMB teams that are interested in or currently implementing EOS. As you progress on this journey the tools from “People,” an EOS framework, and solid fractional human resources support can help you refine, scale, and sustain a winning culture. 

If you’re looking for help getting the most out of your people, Castle HR and our team of fractional human resources pros can help. Get in touch for your free assessment, and take care of your people!