Outgrow the spreadsheet without adding a process team.
More managers, more teams, more ways to score. Pointed Performance keeps one yardstick as you grow, with templates for every kind of role, an org chart that shows progress and the controls you need.
- One yardstick as you scale
- A template per kind of role
- Progress by team
Consistency, visibility and control, in that order
One template per kind of role
Engineering, Product and Customer success each get the questions and guidance that fit.
See every team’s progress
The org chart shows which branches are done and which need a nudge.
The right access for each person
Hand out the Review Manager level, keep billing with finance, and keep the rest private.
What changes as you grow?
Pick the one that sounds most like this year.
- Review ManagerRuns cycles and owns templates.CyclesTemplatesResults
- Finance ManagerLooks after plan and billing.BillingPlan
- Everyone elseSees their own reviews and goals.Own resultsOwn goals
Build the review once. Run it for every role.
Questions, guidance, intro and closing words in one template your whole company can use. Reviewers see exactly what you wrote, with guidance that moves with every score.
Business and upThanks for taking the time. Score what you saw, not what you expect.
How reliably does this person ship what was agreed?
Guidance by scoreYour scores are saved. You will talk through any gaps before results are released.
Thanks for taking the time. Score what you saw, not what you expect.
How reliably does this person ship what was agreed?- Intro and closing wordsSet the tone before and after.
- Guidance for every scoreReviewers see what each level means.
- One template, every cycleReuse it. Copy it. Tweak it.
- Versioned by defaultPast reviews never change.
Teams that mirror how you work
Group people into teams, name a lead and watch each team’s reviews and goals move, all from the org chart. When you reorganize, the chart changes and the history stays.
- Teams inside the org chart
- Progress by team at a glance
- History that survives a reorganization
Help managers who are new to managing
Managers get guidance as they score and suggested goals tied to each gap, so a first-time manager writes a review as well as a veteran.
- Guidance as they score
- Suggested goals tied to the gap
- They keep the final say
From one team to the whole company
What is included
The Business plan, built for this stage
Templates, teams, the org chart, access levels and AI goal suggestions, on top of everything in the Team plan. Priced per member.
- Templates for every kind of role
- Teams and the org chart
- AI goal suggestions
The controls that matter at this size
Review templates
Questions, guidance and intro text per kind of role, versioned.
Teams
Group people, name a lead, see progress by team.
Org chart
Your company as it is, with review progress layered on.
Access levels
Review Manager, Finance Manager and everyone else.
Import from Microsoft Entra
Bring people and groups in from your identity provider and keep them in sync.
AI goal suggestions
Goals drafted from each gap, for people to keep or change.
Good questions, straight answers
When should we move from Team to Business?
When you want your own templates for different roles, teams and the org chart, or when more than one person needs to run cycles.
Can different teams use different templates?
Yes. Each kind of role can have its own template, and every cycle stays tied to the version it started with.
How do we keep managers consistent?
Shared guidance appears as they score, and the alignment step makes gaps visible before results go out.
Who can run a review cycle?
People with the Review Manager access level, and admins. Everyone else sees only their own reviews and goals.
What happens when we reorganize?
Update the org chart and teams. Past reviews and goals keep their history.
Is AI required?
No. AI goal suggestions are optional, and your company decides whether to use them.