Performance
Clear expectations. Better conversations.
Three questions, repeated: what should happen, what is happening, what needs to change. No nine-box grids, no calibration sessions, no competency frameworks nobody reads.
Expectations come from responsibilities
If somebody owns four responsibilities and two objectives, that is what they are accountable for. Performance conversations in small companies go wrong mostly because nobody wrote that down first.
Frequent and small beats annual and large
A fifteen-minute monthly check-in with a record beats an annual review that both parties dread and neither prepares for.
The manager judges, not the software
Orglume prepares a briefing from what actually happened. It does not rate anybody, rank anybody or suggest what should happen to them.
In this area
6 pages under Performance.
Each one is its own surface in the product, and each one is here because it does something the others do not.
Check-ins
A short, regular conversation with a record of what was said.
ReadReviews
A periodic conversation, with a briefing drawn from what happened.
ReadFeedback
Recognition, suggestions and notes, recorded as they happen.
ReadOne-to-ones
Recurring conversations, with an agenda that assembles itself.
ReadRecognition
The lightweight kind that actually gets used.
ReadProgress
Where things actually stand, across a team or the company.
ReadThe rest of Orglume
This is one part of one loop.
Run your team with clarity.
From the moment someone joins to the day their responsibilities are handed over, Orglume keeps your people, their work and your organization connected.
Set up from a spreadsheet · Nothing about the AI is metered · [email protected]