Performance reviews don’t have to be a high-effort, low-value chore. Give us half a day and we’ll replace pointless forms with celebration, feedback that matters, and an action plan.
We define a performance review as a structured conversation that celebrates wins, surfaces growth areas, and aligns next-quarter priorities, all in service of stronger engagement and better results.
Performance reviews, sigh.” Most employees, and managers, hate them because they absorb hours, spark zero change, and leave everyone wondering “what was the point?”
Chasing managers for forms
“Low-value, high-effort” feedback
Employees leave deflated
Imagine a review cycle, teams actually look forward to. One that boosts engagement and retention instead of draining both.
Goal-based stories, not rating scales.
Employees voice what’s working and what’s not.
Owners + milestones before the session ends.
VP, Engineering at Priceline
W3i Software - Director
Data & Analytics Practice Leader -
BairesDev and Founder - Hello BUBS
Absolutely. We run the entire Sprint on Zoom and Miro; participants get the same sticky-note energy as in-person, plus a curated digital board they can revisit anytime.
No, think of it as the human layer that makes your existing platform worth the license fee. We overlay the Sprint onto whatever tool you already use, then hand over templated fields for easy upload.
We are built for 10-200 employees: small enough for real dialogue, large enough to move engagement metrics. For startups below 20, we’ll compress the agenda; above 200, we break into function-based cohorts.
Depending on your needs, let's start with just a 10-minute survey and a 15-minute stakeholder call-zero paperwork piles.
Performance Management engagement begins at $15,000. The more time we have to plan and schedule your engagement (ideally we ask for a 3 month notice).
