A performance review held once a year, from whatever the manager happens to remember that day, is neither fair nor developmental. Here, the review cycle is run by the system: in 180-degree mode the manager and the employee themselves take part, in 360-degree mode teammates and internal customers join in. Questions come from competency sets, scores are collected anonymously, and the results report connects to a development plan.
Each position is assigned a 180° model (manager + self-review) or a 360° model (including team and internal customers); competency questions come from a ready-made set.
Reviewers join by invitation and complete the forms on their phones in five minutes; anyone who hasn't finished is reminded automatically.
The competency-based score report is reviewed together in the meeting; training and goals for weak areas go into the system and are compared next cycle.
Promotion and raise decisions rest on multi-source data instead of gut feeling; employees see how far they've come, and growth becomes measurable.
Open-ended comments are clustered into anonymous themes with the Claude API and distilled into a strengths / growth-areas summary.
In a short call we'll listen to how you work today and plan your tailored version of this solution together.
info@grandeworks.comInstitutions our group and team have worked with
