Operational performance becomes controllable — not debated.
Performance becomes measurable.
Responsibility becomes clear.
Results become controllable.
Economic leverage over software features
Performance management drives real financial impact — not just reports.
Reporting time drops significantly — management capacity increases.
Bonus discussions become fact-based — fewer conflicts.
Deviations are corrected early — before they erode margin.
Locations become objectively comparable — instead of relying on perceived truth.
In multi-location operations, performance leverage often emerges simply through:
Reduced alignment time
Faster corrective action
Clear accountability
Operational reality without a system
Bonus discussions without a reliable evaluation basis
KPIs exist — but are not consistently weighted or actively managed
No comparability across locations and roles
Reporting consumes time without delivering real control
Performance is judged subjectively instead of measured objectively
Result: Lack of transparency, friction, and untapped potential.
A control layer between operations and executive management
corbu.dx translates operational KPIs into a clear framework, normalizes values, creates a transparent overall performance score, and prioritizes deviations through traffic-light logic.
Leadership gains clarity and alignment — across all locations.
Greater clarity in multi-location operations
4 locations · €2.1M revenue · 52 employees
Before:
Excel reports, subjective bonus discussions, no comparability.
After 6 months with corbu.dx:
Reporting reduced from 6h to <1h
4 locations objectively comparable for the first time
Bonus fully KPI-based
Leadership meetings 30–40% shorter
Result: Transparent performance, clear accountability, structured control.
Initial situation
Operational KPIs existed — but were not structurally connected:
Labor cost ratio
Average check value
Event margin
Complaint rate
Sick leave rate
Evaluation differed by location.
Bonus discussions sometimes lasted several hours.
Implementation
For 5 leadership roles, 6–8 KPIs each were defined.
Example: Restaurant Manager
Per-Capita Revenue – 20% weighting
Upselling Rate – 15% weighting
Customer Feedback Score – 5% weighting
Revenue per Labor Hour – 25% weighting
RevPASH (Revenue per Available Seat Hour) – 15% weighting
Employee Sick Leave Rate – 10% weighting
Employee Turnover Rate – 10% weighting
All KPIs were translated into a 0–120% performance logic.
Lack of transparency costs. Measurability pays off.
corbu.dx makes operational KPIs comparable, transparent, and bonus-relevant — delivering real financial impact in day-to-day operations.
corbu.dx provides the transparency and control foundation. Operational execution remains with management.
corbu.dx is not a controlling tool.
It is a performance management instrument.
Results after 6 months
Reporting time reduced from approx. 6 hours to under 1 hour
4 locations objectively comparable for the first time
Bonus model fully KPI-based
Leadership meetings shortened by approx. 30–40%
Early detection of critical KPI deviations
Core impact
Performance became measurable.
Accountability became concrete.
Decisions were based, for the first time, on consistent data logic.
How large is your actual leverage?
Every month without structured KPI management leaves measurable potential untapped.
From subjective assessment to objective, data-driven performance leadership
Bonus models are emotional rather than objective.
Leaders debate instead of decide.
KPIs exist — but without structured weighting.
Performance is evaluated, but not systematically managed.
Result: Lack of transparency, friction, and economic uncertainty.
The solution
Operational KPIs are normalized (0–100).
Weightings are defined per role.
An overall score is generated transparently.
Traffic-light logic prioritizes action areas.
Bonus models are calculated transparently.
Every evaluation is explainable.
Every action is derivable.
Operational reality
corbu.dx creates a structured control layer.
How it works
1. KPI definition & role logic
Joint definition of relevant performance indicators.
2. Weighting & scoring system
Clear prioritization based on operational relevance.
3. Management report & bonus engine
Automated score analysis with concrete action steps. The score becomes the foundation for bonuses, prioritization, and management decisions.
© 2026 The Corbu Real Company - All rights reserved.
Our offering is directed exclusively at entrepreneurs within the meaning of Section 14 of the German Civil Code (BGB).
Based in Germany
Performance management for hospitality.
Objective. Transparent. Scalable.
Contact
+49 151 29857029
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