Performance ratings backed by real goal data.
Run reviews, 1:1s, and feedback that reference real goal progress — not a year-end memory test. The record is already in the room, so every rating points to something you can show.
Reviews that reference the goals, not just memory.
Run structured review cycles where the OKR record is right there in the review — self and manager input, goal evidence, and next-cycle focus, all in one flow. No reconstructing a quarter from recall.
- Structured cycles: self & manager input in one flow
- OKR progress referenced inside every review
- Set next-cycle focus, tied to outcomes
- Filter reviews by status to track the whole org
Talent decisions with data behind them.
Place every team member by performance and potential on a single grid. OKR progress seeds the performance axis — you make the final call — so you spot your stars and who needs coaching with evidence, not gut feel.
- Everyone plotted on performance × potential
- OKR progress seeds the performance axis
- Spot stars, and who needs coaching, at a glance
- You make the final call — data informs, doesn't decide
Well-rounded feedback, without the chasing.
Gather input from peers, managers, and self-assessments in one place, with clear competency scoring and AI-generated summaries. Identify strengths and growth areas — without chasing feedback across tools.
- Peer, manager, and self input in one place
- Clear competency scoring
- AI-generated summaries of the feedback
- Fair, consistent evaluations — no cross-tool chasing
Every one-to-one, with context already loaded.
Run structured, consistent one-to-ones without the prep overhead. Build shared agendas, track action items, and see an OKR snapshot for each person — so every conversation has context and a record.
- Shared agendas, built together
- Action items tracked between sessions
- An OKR snapshot for each person
- Coaching notes logged in one place
Feedback that doesn't wait for review season.
Give, receive, and request feedback at any point in the cycle — praise, constructive notes, or general input, public to the recognition feed or private. Development conversations stay connected to the work that's actually happening.
- Give, receive, or request feedback any time
- Public recognition feed or private notes
- Tied to the work, not just the annual review
- Keeps development ongoing, not once a year
Everything else that rounds out the picture.
The tools that connect people data to goal data — and lead with the full picture.
Momentum map
See where every person and goal sits across progress and momentum — who's leading, rising, coasting, or at risk — before it's too late to act.
Engagement surveys
Measure how your team feels, not just how they perform. Run surveys alongside cycles, track sentiment over time, and catch retention risks early.
Review scheduling
Schedule performance reviews and mid-cycle check-ins straight to Google Calendar or Outlook — and surface who's behind or at risk before the cycle ends.
Competency scoring
Score against clear competencies across reviews, so evaluations stay consistent and comparable — not a different bar for every manager.
Coaching notes
Log coaching notes against each person, in one place, so nothing important falls through the cracks between one-to-ones.
Manager setup
Assign managers to departments and teams so review ownership is clear from the start — the creator lands as manager, no ambiguity.
Build performance you can prove.
Run reviews, 1:1s, and feedback with the goal record already in the room — so every rating points to something real. Free for up to 5 users, set up in an afternoon.