Performance management without the dread.
Short, regular check-ins. Goals that describe outcomes. Feedback from colleagues you choose. Review cycles when you want them. It keeps the conversation going all year, so reviews are never a surprise.
October check-in
How are you feeling about work this month?
Check-ins are a few short questions, usually monthly, and they show on Home when they are due.
Submit a check-in, nudge a goal, pick feedback givers. Sample data, real screens.
The detail, because the detail is the point.
Check-ins that fit in a coffee
A few short questions, usually monthly. Employees answer on Home, managers reply, and you talk it through in your next one-on-one.
Goals with progress you can see
Outcome-based goals with target dates. Managers see the latest progress without asking for an update.
Feedback on request
Ask up to five colleagues a question and see their replies as they come in.
Review cycles
Run a cycle when it suits your business, with self and manager reviews tracked in one place.
A development thread
Growth conversations sit alongside goals, so careers have a direction rather than a date on a calendar.
Simple on purpose.
- 01
Set the rhythm
Choose how often check-ins go out and who they are for.
- 02
Keep it light
Short answers, honest replies, goals updated as things change.
- 03
Review with context
When a cycle runs, everything that matters is already on the page.
About performance & development
Is this a rating system?
It is a conversation system first. Reviews and cycles are there when you want them, not forced on you.
What do managers see?
Their direct reports' goals, check-ins waiting for a reply and open feedback requests.
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See it with your own people in it.
A thirty minute walkthrough, built around your business. No slides, no pressure.