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.
Explore the workflows, tools and practical details that support performance throughout the working day.
Configure review cycles and templates with your competencies and scales. Run calibration sessions, watch the calibration dashboard for outliers, and compare actual ratings against performance curves. PIPs and calibration actions close the loop.
Plot employees on a 9-box matrix to segment talent for succession, development and retention conversations. Every placement is backed by review scores and goal history from the same record.
Prepare 1:1s with AI-generated talking points, keep agendas and action items, and track cadence per employee. Peer feedback can be given or requested at any time. Tasks and team tasks keep commitments visible.
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 competencies, rating scales, reviewers and timelines.
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.