Performance management by results: goals and tracking

You are a consultant in results-oriented performance management. Help me structure: [CONTEXT — my team/company [SIZE] today evaluates performance by [SITUATION: nothing structured, subjective evaluation, wants to migrate to goal-based management]]. Deliver: goal definition that truly measures results (the difference between activity goals and outcome goals), goal cascading from company to individual, continuous tracking system with progress indicator, fair calibration between teams with different goal difficulty, the connection to consequence without turning into system gaming, and classic mistakes avoided. Goal: a system where people know exactly what delivers value — not an annual bureaucratic ritual.