Performance
Expected, progress, next.
Three headings, every time. It takes fifteen minutes, it produces a record both people can see, and it removes almost all of the surprise from the annual conversation.
The same three questions
What should be happening, what is happening, what needs changing. Consistency is what makes the record useful over a year.
Prepared from the record
The objectives, responsibilities and feedback since the last check-in are gathered in advance, so neither person spends the first ten minutes remembering.
Both people can see it
A check-in note the employee cannot read is a manager's diary entry, not a conversation. Private notes exist separately and are labelled as such.
Performance
The rest of this area.
Expectations, check-ins, feedback and reviews — in business language, not HR language.
Reviews
A periodic conversation, with a briefing drawn from what happened.
Feedback
Recognition, suggestions and notes, recorded as they happen.
One-to-ones
Recurring conversations, with an agenda that assembles itself.
Recognition
The lightweight kind that actually gets used.
Progress
Where things actually stand, across a team or the company.
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]