From the Professional plan
Continuous follow-up instead of the annual ritual nobody reads.
The problem it solves
A once-a-year review is late to everything: by the time you spot that someone is disengaged, they are already updating their CV. And a twenty-page process nobody reads changes no behaviour.
Quarterly, half-yearly or annual, with automatic reminders so the process does not depend on somebody remembering.
Both sides of the same conversation, recorded in one place and directly comparable.
Per person and per team, tracked in the open. An objective nobody looks at is a wish list.
The place where signs of disengagement or burnout surface, before they turn into a resignation.
A single review is an opinion; a series is a trend. The value appears when you cross it with the same team’s absence and overtime data.
What changes day to day
Reviews work when they are light and regular. A quarterly or half-yearly cycle, backed by more frequent one-to-ones, catches problems in time; the annual process always arrives late.
If the count is above two, you are probably paying for the seams without realising. Start for free, or book a 20-minute demo.
Free for up to 2 users · No card · No lock-in
