Performance
Written down when it happens.
Almost all useful feedback in a small company is given verbally and lost within a week. Capturing it as it happens is what makes a review reflect the year rather than the last month.
Four kinds, kept distinct
Recognition, an improvement suggestion, a manager note and peer feedback are genuinely different things and are stored as such.
Recognition is public by default
"Sarah thanked James for helping resolve a customer escalation" belongs on a timeline the team can see. The other kinds default to private.
It feeds the conversation, not a score
Feedback appears in the check-in and review briefings. It is never counted, weighted or turned into a rating.
Performance
The rest of this area.
Expectations, check-ins, feedback and reviews — in business language, not HR language.
Check-ins
A short, regular conversation with a record of what was said.
Reviews
A periodic conversation, with a briefing drawn from what happened.
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.
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