Know where you stand and own what is next.
Your review in plain words, a say before it is final, and a goal to work on, without waiting for a meeting to find out how you did.
- Results in plain words
- A say before it is final
- Goals you own
Understand your review in plain words
No decimals to decode. You see your strongest skill, your focus area and how close you are to your next role, written so it makes sense.
- Strongest skill and focus area
- Distance to your next role
- What each level means for your role
Add your side before results are final
You and your manager see the gaps side by side. Add the context only you have, and agree what a score means before anything is released.
- Side-by-side scores
- A note on every gap
- Nothing final until you have seen it
Grow a skill with a plan and a mentor
Pick a skill, the level you are aiming for and the actions that get you there. Name someone to help and keep the history of how far you have come.
- A plan tied to your role’s skills
- Actions you tick off
- A mentor who can see the plan
What do you want from your review?
Pick one. See what Pointed Performance gives you.
Everything you do with your review, in one place
Read your review
Your results in plain words, once they are released.
Learn moreSee what your role measures
Skills, levels and what each one looks like.
Learn moreAdd your side
Context on any gap, shared with your manager.
Learn moreSet a goal
Start from a gap, or from a suggestion.
Learn moreCheck in
A quick status and a line of context each week.
Learn morePlan your growth
A plan for a skill, with actions and a mentor.
Learn moreAlex’s review season
- Before the cycleGuessing what countsSeeing what your role is measured on
Your role’s skill matrix shows what each level looks like.
- Your reviewA rating with a vague summaryA score per skill, in plain words
See your strongest skill, your focus area and how far you are from your next role.
- The conversationHearing it for the first time in the meetingTalking through gaps you have already seen
You and your manager compare scores and agree what each one means.
- After releaseFeedback forgotten by springA goal with a progress history
Turn a gap into a goal and log progress as it happens.
Fair to you, and visible to you
Your results stay private
Only the people who need to see them do. Your company sets who that is.
You are heard before it is final
You see the gaps and add your side before results are released.
The standard is not a secret
Your role’s skills and guidance are visible, so you know what good looks like.
Good questions, straight answers
Can I see my results before my manager?
No. Results are held until the alignment step is done and the cycle is released to everyone.
Can I disagree with a score?
Yes. The alignment step shows you both scores side by side, and you can add a note on any gap.
Who can see my goals?
Visibility settings decide that. Your company chooses who can see goals and their progress.
Will I see other people’s scores?
No. You see your own review. Your results are visible only to the people your company allows.
What if I do not know what to work on?
Your review points at your focus area, and on Business and above Pointed Performance can suggest goals tied to it. You choose which to keep.
Do I need to do anything before the cycle opens?
Nothing is required. You can read what your role measures any time, and think about what you want to add.