Org charts that reflect how work happens.
Make formal structures and working relationships easier to understand, from line management to project teams.
Book a demoSee how your organisation really works.
Traditional hierarchies leave out the people who direct, support and review the work. A useful organisation view should show more than who reports to whom.
A fuller picture for the conversation.
Bring goals, feedback and recognition into view while shaping a review that leaves room for human judgement.
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A process people can put to work.
Map the formal structure
Understand formal reporting structures. Start with shared expectations and relevant context.
Add working relationships
Make matrix relationships visible. Define the people and information that belong in the conversation.
Connect people to the right process
Connect relationships to review participation. Agree a clear next action and a time to follow up.
In practiceAn employee reports to a functional leader, contributes to two project teams and receives support from a development mentor.
AI with the right context.
Keep the right organisational context available for manager assistance, subject to the permissions defined for each relationship.
How AI supports the processRelevant performance context
Connected. Permission-aware. Human-led.
Make it your process.
Define the right forms, participants and follow-up. Use shared principles, with room for each team’s working rhythm.
Explore custom workflowsYour questions, answered.
How does org charts fit into continuous performance?
Make formal structures and working relationships easier to understand, from line management to project teams. Relevant context can then inform regular manager conversations and the next review.
Can we adapt the process to different teams?
The platform is designed around configurable stages, forms and participants. Bring a representative process to the demo so the fit and any implementation requirements can be confirmed.
Can we involve more than one manager?
Multi-manager reviews are part of the core platform design. Define project, functional and line-manager responsibilities, and confirm reviewer access and weighting requirements during evaluation.
Where should we start?
Choose one team and a process you want to improve. Use the linked guide or template to describe the desired conversation, then explore the platform with that scenario.
Bring out the best
in your people.
See what performance management could look like for your organisation.
Book a demo