Performance
Low ceremony, or it will not happen.
Recognition schemes fail when they need a form, an approval and a category. The version that works is one sentence, written in the moment, visible to the team.
One sentence, no form
Who, what for. Anything more elaborate becomes an administrative task and stops happening within a month.
Anyone to anyone
Peer recognition is the kind most companies lack and the kind that costs nothing. It is not restricted to managers.
It is not a currency
No points, no leaderboards, no rewards attached. The moment recognition is counted it starts being gamed and stops being meant.
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.
Feedback
Recognition, suggestions and notes, recorded as they happen.
One-to-ones
Recurring conversations, with an agenda that assembles itself.
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]