How might we make performance management work?
Delayed feedback, rigid goals, judgemental processes and innacurate ratings have made traditional performance processes ineffective.
HR processes are shifting to human experiences. For performance management this means less judgement and more development.
Performance management is employee-owned. You empower everyone to ‘think’ like an owner, you empower everyone to ‘do’ like an owner.
Configure a unique performance experience
Set cadences and create tailored 1-on-1 agendas for development meetings, career conversations, personal goals, and more.
Craft a unique experience for your people, and ensure your managers are empowered for high-quality coaching conversations.
Make it employee-owned by encouraging team members to contribute significantly to the goal setting process.
Achieve company-wide clarity for the performance period around valued behaviours, personal development, career progress and work outcomes.
Curate your performance check-ins and ensure the right conversations are happening at the right time across your entire workforce.
Capture a centralised, easily reportable and exportable record of all development conversations.
Share feedback in-the-moment to help team members stay on-track and know when they’re doing great work.
Whether it’s recognition for a job well done or a suggested improvement, building a feedback culture ensures employees feel recognised and valued.
Accurate data for fair reviews
View and print individual performance data at anytime allowing employees to know exactly how they’re tracking in the moment.
See accurate benchmarks and metrics for goals achieved, values badged, coaching notes, and more - all collated from everyday interactions.
Empower employees to take ownership of their own performance and free managers from the administrative burden associated with traditional performance.
Automated nudges to the right person at the right time with their next micro-action keeps the continuous process running smoothly.
Easily track, understand and report on your performance process adoption. See rolled up scores, strengths and recommended areas for improvements for each component of your performance process.
Then drill right down into granular team and individual data driving the dashboard.