Performance, the way teams actually work
Goals, 1:1s, calibrated reviews, 360s and compensation — modelled the way performance actually happens, not how a textbook says it should.
Goals
OKRs, MBOs or your own framework. Cascaded, weighted, tracked.
1:1s
Calendar-aware, with shared agendas and follow-ups.
Reviews
Calibrated against your level rubric. Drift-proof.
360° feedback
Anonymous, structured, fair — never a popularity contest.
Calibration
Manager calibration sessions with bias visibility.
Compensation
Decisions tied to performance, with full audit trail.
Goals that mean something
Set goals once, cascade them, weight them, and check on them. The system nudges before quarter-end, not after.
- OKR or MBO framework — or your own custom format.
- Cascade from company to team to IC, with traceability.
- Mid-quarter check-ins with structured reflection prompts.
1:1s that don't get cancelled
Shared agenda built up between meetings, follow-ups tracked, and a calendar that respects everyone's time. Skip a 1:1 and the system nudges politely.
- Shared agenda that both sides build up between meetings.
- Action items with owners and follow-up reminders.
- Manager dashboards on team-1:1 health.
Reviews calibrated against the rubric
Performance reviews are scored against your level rubric, not whoever the manager last read about. Calibration sessions surface drift across managers, teams and demographics.
- Structured reviews with weighted competencies.
- Calibration session view across managers and teams.
- Bias reporting on demographics, scores and outcomes.
Compensation decisions, transparent
Tie performance to comp, with budget gates, equity ranges and a full audit trail. Pay-equity reports surface drift before it becomes a lawsuit.
- Budget envelopes per team and entity, with live spend.
- Equity-band visualisation per role and level.
- Pay-equity reports before, during and after the cycle.
Common questions
Yes — OKRs, MBOs, or your own framework. Cascading, weighting and tracking are configurable per business unit.
Calibration sessions, structured reviews, blind-review options for 360s, and demographic reporting. Bias indicators surface where they're actually showing up — manager, team, geography.
Yes. Performance outcomes feed comp planning — with budget gates, equity bands and full audit. The two stay in sync without spreadsheets.
Yes. Anonymous upward feedback is a built-in mode in 360s. Aggregated above a threshold to preserve anonymity, with reporting at the org level.