Walk into every review conversation prepared and confident.
Score with the guidance in front of you, agree the gaps before anyone sees a result, and turn each one into a goal your team owns.
- Guidance on every question
- Gaps talked through first
- One scale for the team
Score fairly with guidance in front of you
Every question carries a description of each level, so you are scoring against words, not a feeling. Pick a score and the guidance changes with it.
- Level descriptions at the moment you score
- The same wording for every manager
- No blank page, no guessing what a 4 means
Agree the gaps before results go out
You and the person you reviewed see differences side by side, add context and settle them first. The conversation starts from shared facts.
- Side-by-side scores
- A note on every gap
- Nothing released until you are done
Turn every gap into a goal your team owns
A gap becomes a goal in one click, with a suggested starting point and a progress history that carries into the next review.
- Goals that link back to the gap
- Check-ins that take a minute
- Progress you can point to next cycle
What is your next conversation about?
Pick one. See what you walk in with.
Everything you do for your team, in one place
Prepare a review
See the gaps and the goal drafts before you sit down.
Learn moreScore with guidance
Each score shows what it means as you pick it.
Learn moreTalk it through
Settle every gap with a note before results go out.
Learn moreSet a goal together
Start from a gap and agree who owns what.
Learn moreCheck in each week
A quick status, a flagged blocker, a reply.
Learn morePlan growth
A plan for a skill, with actions and a mentor.
Learn morePriya’s review season
- Before the cycleRebuilding last year’s notes from memorySkill history is already there
Past scores, guidance and goals sit in one place, ready when the cycle opens.
- While scoring“Meets expectations” with no reasonA score per skill, with guidance for each level
Dynamic guidance shows what each score means as you pick it, so two managers score the same work the same way.
- Before the conversationSurprises in the review meetingGaps agreed before anything is released
You and the person you reviewed see differences side by side, add a note, and settle them first.
- After releaseFeedback that fades by FebruaryGaps become goals with a progress history
Each gap turns into a goal you both can see, and progress is logged as it happens.
You make the call. The process keeps it fair.
You make the call
You score and you decide. Pointed Performance gives you guidance and structure, not a verdict.
The same yardstick for every manager
Guidance and wording are shared, so a score means the same thing in every team.
Nothing lands as a surprise
Gaps are agreed with your team before results are released.
Good questions, straight answers
Do I see my team’s results first?
No. Results are held until the alignment step is done and the cycle is released to everyone.
What if we disagree on a score?
That is what the alignment step is for. You both see the gap, add a note, and agree what the score means.
Can I give feedback on the questions?
Questions come from your template. People & HR can edit it, and each change creates a new version.
How much time does this add to my review season?
Less than it saves. Guidance removes the guessing, and preparation is already done by the time you sit down.
Can I see how my team has grown over time?
Yes. Skill history shows each person’s skills across cycles, and goals keep their own progress history.
Do I have to set goals for every gap?
No. A gap can become a goal in one click, but you and your team choose which ones are worth it.