Performance
Five questions, and a prepared manager.
What went well, what was difficult, what should improve, what support is needed, what are the next objectives. The value is in the manager arriving prepared, which is what the briefing is for.
A briefing, not a verdict
Completed objectives, overdue responsibilities, recent feedback, workload changes and upcoming leave, gathered into a page. Facts, for the manager to interpret.
It never proposes an outcome
The AI will not say somebody is underperforming, should be promoted, or is not leadership material. Those are employment decisions and they belong to people.
The employee prepares too
The same five questions go to the person in advance. A review where only one side has prepared is an appraisal, not a conversation.
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.
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]