You read the criteria before you are judged by them
Six floors link your week to the company's why. The review uses the measures everyone read first.
The company's vision
Annual objectives, set at the top. Everything below aligns up to these.
Department lanes
Each department writes its own measures — one list for everyone in it.
The managers who carry it
Managers from your org chart — no second hierarchy.
What your team owns
Where a department's lane becomes goals a team can actually work on this quarter.
Your own story
Your goals, your check-ins, your kudos — and the measures your department published.
The review chamber
Everything gathers here, and your result unlocks the moment it is shared.
Descend the pyramid. See the whole review.
Six floors, one click each.
One objective carries the company.
Annual, set at the top. Progress rolls up from the lanes below.
Objectives cascade. Progress rolls back up.
Progress rolls up on its own. Nobody assembles a status report.
Depth 01 · The company's visionAnnualIncrease our direct contribution to business success
On trackEvery objective shows where it stands without anyone preparing an update for it.
Governance that holds
Company objectives are set at the top. Department ones count only once approved.
Ten-second check-ins
The owner types one number; it rolls up — no status meeting.
Health in plain words
On track · just getting going · needs a nudge · stuck. Momentum, not a grade.
Kudos are public
Attributed thanks from colleagues. They can only lift a score, never lower it.
One recipe, published in advance.
Just under half the score counts itself. Only the last part is graded by a person.
Lands inThrivingMove the four yardsticks. The band follows.
A lower band buys more support, never less reward — and the reward scheme is fixed before anyone is scored.
Score one measure at a time, across the whole team
Not a form per person. One yardstick, everyone on the same ladder, then the next one.
Performance · ReviewsScoringOne measure across everyone — no halo, no forced curve. A whole team at the top is allowed.
Your self-review comes first
Same measures, same ladder, in your own words. No admin can write it for you.
Eligibility has three verdicts
In, out, or unresolved. No launch while anyone is unresolved — exclusion is a decision on record.
Nobody scores themselves
Not the reviewer, not an admin, not by editing the record afterwards.
Shared, then acknowledged
Read first, then respond. Acknowledging means "seen", not "agreed".
A lower band buys more support, not less
An admin decides reward ideas. Support plans are agreed — never held against you.
Persohap suggests, an admin decides. Employees see labels, not amounts.
Support is requested upward
Coaching, budget, training or workload relief — HR cannot decline without a reason.
Never a performance signal
A support plan never touches the index and is never shown as a score.
No coaching data on a plan
No coaching or psychological data — nowhere to record it, by design.
Rehearse it first
A plan can launch an avatar session — practise the difficult conversation first.
You decide what your manager can see
Three consents, off by default — only you can flip them. HR sees distributions, never individual scores.
Performance · Privacy controlsOff by defaultBriefings mask anything unshared; every view and export is logged.
Performance · HR cockpitWhere finalised reviews land
Across the organisationPlus department scorecards, and trends from one cycle to the next.
Questions HR leads ask first
45% counts itself.
Goal progress and kudos are automatic; only the remaining 55% is graded — on published measures.
Levels, not grades.
Getting started to Standout — a lower band routes support, never punishment.
No curve.
No caps, no quotas — a whole team at the top is allowed, and the board says so.
You decide.
Everything starts off; only you can widen what your manager sees.
Impossible.
A round cannot open while anyone is unresolved, and every exclusion carries a written reason.
See a review round from set up to close
One walkthrough: pyramid, scoring board, and the result a person reads.