A-player Calculator: Measure Your Top Talent ROI

A-players drive measurable results—often increasing revenue by 10% and productivity by over 20%. They raise the bar for culture, attract top talent, and push organizations toward continuous improvement.

Utilizing the A-player Calculator

The calculator helps leaders assess current and future team members across six key categories to determine if someone is an A-player, developing, or falls into the B/C range.

Here’s how to use it:

  1. Choose a current or past leader to evaluate.
  2. Score them using the questions, then generate the report.
  3. Re-run the calculator, boosting scores by 10–50% (or maxing them out) to see the potential impact of an A-player.

When hiring, use the calculator to grade candidates based on interviews, references, and assessments. Compare reports to see how each stacks up. This provides a clear, performance-based view of talent potential and the value A-players bring.

Complete the survey below to calculate your score and generate an A-player Scorecard.

A-player Calculator

This field is for validation purposes and should be left unchanged.

Role Information

Use the most relevant revenue number here based on the level of the position. Using division revenue instead of company revenue, for example, if the individual will only have responsibility or impact for part of the business.

Performance & Results

They are not just meeting but surpassing their goals and contributing to the company’s growth.
Do they demonstrate the ability to think strategically, take initiative, and come up with solutions when faced with major challenges?
Do they anticipate problems and opportunities or simply respond when situations arise?

Leadership & Accountability

Are they responsible for their successes and failures, and do they take responsibility for improving?
Do they have the ability to motivate, guide, and support their team while fostering a collaborative environment?
Do they demonstrate resilience, learn from their mistakes, and adapt to changing circumstances?

Growth Mindset & Development

Do they actively seek feedback, invest in their personal and professional growth, and remain curious?
Do they challenge the status quo and encourage innovation within their area of influence?
Do they understand their strengths and weaknesses, and are they able to leverage their strengths while working on areas of improvement?

Cultural Fit & Values

Are they aligned with the organization’s mission, vision, and values, and do they set an example for others?
Are they team players who can work effectively with peers, across departments, and with external stakeholders?
Do their peers and subordinates respect their opinions and leadership? Are they known for integrity and fairness?

Drive & Initiative

Are they action-oriented, pushing initiatives forward without needing constant direction?
Are they interested in taking on new responsibilities and challenging themselves beyond their current role?
Are they constantly looking for ways to contribute beyond their assigned tasks, bringing new ideas or initiatives to the table?

Client/Stakeholder Impact

Are they capable of building and maintaining strong, trust-based relationships, and do they contribute positively to client satisfaction or strategic partnerships?
Are they focused on understanding and addressing the needs of the business or external stakeholders in a way that drives measurable outcomes?
This field is hidden when viewing the form
This field is hidden when viewing the form
X
Thank you for taking the time to complete the A-player form.
Your team member scored a out of 5.
Schedule some time with us for more A-player insights by clicking the link below.
X

A-Player Download Form

This field is for validation purposes and should be left unchanged.

Try our other Calculators

COST OF VACANT POSITIONS COST OF REJECTED OFFERS COST OF BAD HIRES

DISCLAIMER: The research and mathematical models used to develop these calculations were completed by the U.S. Dept. Of Labor and supported by research within various publications including: Harvard Business Review, C.E.O. Magazine, Forbes and by the SHRM (to list just a few of the sources we reviewed). It’s fair to admit that vacancy timelines, salary (and total compensation) levels, performance variables of individual contributors, the perceived importance of any individual vacancy, and other factors can affect the accuracy of the calculations. Therefore, averages were used to balance the numbers and make them as credible as possible. The principle point of the calculators is to demonstrate that you can determine a fair estimate of the costs.