Bring goals, feedback and work history into the conversation. Run review cycles, compare perspectives and calibrate ratings with the evidence at hand.
Product Designer · Growth, with the evidence attached.
We brought three product teams onto one design system. I learned to involve engineering earlier and test patterns before turning them into components.
Naledi connects the outcome to how the work changed.
Follow Naledi’s Q3 review from the moment the cycle opens to the conversation that closes it.
HR launches the cycle with its template, reviewers and deadlines. Self, manager, peer and upward reviews run together, with anonymity thresholds for peers.
Explore the workflows, tools and practical details that support performance throughout the working day.
Goals, recognition, learning, past reviews and a Work tab from connected tools sit beside every review. Employees see their evidence first; managers see it once the self-review is in.
Run self, manager, peer and upward reviews with templates, deadlines and anonymity thresholds. Calibrate against performance curves and place people on the talent grid.
HR chooses which parts of the report employees will see. Managers preview and publish their team’s results, then turn the next 1:1 into the review conversation.
Set eligibility rules such as time in grade, minimum rating and no active PIP, preview their impact, then run nominations, panels and approvals, including off-cycle requests.
Talking points and insights for each direct report before the meeting.
Goals and OKRs drafted from natural language.
Recognition gaps and upcoming moments surfaced to managers.
Overdue reviews, missed 1:1s and morale dips flagged in time.
Explore the detail behind performance.
Yes. Review templates and cycles are configurable per group, with their own questions, competencies, reviewers and timelines. Ratings use a five-point scale with labels you can rename.
Managers submit ratings, calibration sessions surface distributions and outliers against the expected curve, and agreed changes become calibration actions with owners.
Recognition awards points and badges, and formal award programmes can be configured. Points can be linked to reward schemes through integrations.
We’ll walk through the real product with your team and show how it connects to the rest of October People.