Performance workflows that fit your organisation.
Shape the stages, participants, forms and rules around how your organisation works.
Book a demoYour process, with room to grow.
Different teams have different rhythms. A rigid annual process creates workarounds, manual chasing and exceptions that only HR knows how to resolve.
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.
Define the stages
Configure stages, forms and participants. Start with shared expectations and relevant context.
Assign participants and rules
Build in reminders and approvals. Define the people and information that belong in the conversation.
Review and refine the process
Adapt processes for different teams. Agree a clear next action and a time to follow up.
In practiceEmployee reflection → Project input → Manager review → Calibration → Development conversation → Follow-up.
AI with the right context.
Place assistance where it helps the process, such as preparing a manager briefing before a review conversation, without bypassing approvals.
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 workflows fit into continuous performance?
Shape the stages, participants, forms and rules around how your organisation works. 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