Action
Specific, measurable behaviors or outputs tied to real performance criteria.
Performance
Glossary Hub
Clear, concise definitions of performance management, reviews, and team impact terms. Whether you're tracking OKRs, conducting 360-degree feedback, or building a high-performance culture, this glossary helps teams speak the same language.
62 results
All Terms
Actions Framework
The structured list of role-based and company-wide actions tied to roles and criteria, that show how someone contributes.
Performance
Actions that matter
Actions that directly drive real business results.
Performance
AI Summary
AI-generated, editable write-ups that turns what you log into clean, review-ready text.
Performance
AI-Generated Review Summaries
A performance review draft automatically created by artificial intelligence from logged data.
Performance
AI-Powered Performance Reviews
Auto-generated reviews from logged live scores, evidence, and feedback.
Performance
Bench Strength
Quality of internal talent inside an organization, equipped for higher roles, if needed.
Leadership
Bias
When ratings are influenced by opinion or mood instead of evidence.
Performance
Bias Reduction
Methods to reduce personal bias in reviews (facts over feelings).
Performance
Calibration
The process of aligning managers on what each score means.
Performance
Check-in
A check-in either as a personal score session or in-person chat with an individual.
Performance
Clarifying Expectations
Making role responsibilities and performance standards crystal clear.
Performance
Coaching
Helping team members improve through guidance, not just feedback.
Leadership
Coaching Opportunities
Moments where targeted guidance can unlock growth.
Leadership
Compensation Band
Salary range for a given role or level.
HR
Competency
A skill or behavior required for success in a role.
Performance
Continuous Feedback
Ongoing input given regularly, not just at review time.
Performance
Dashboard (Individual & Team)
A visual summary of performance scores, trends, and key insights.
Analytics
Data-Backed 1:1s
Check-ins grounded in live performance data, not guesswork.
Performance
Designed for Managers
Built to fit how managers actually work, not HR processes.
Process
Development
Growing skills, capabilities, and career potential.
Performance
Distribution
How performance ratings spread across a team or organization.
Analytics
Evidence
Concrete examples, notes, or data backing up a performance score.
Performance
Evidence-Based Feedback
Feedback tied to specific actions, not opinions.
Performance
Expectations
What success looks like for a role or project.
Performance
Feedback
Information about performance, given to help someone improve.
Performance
Functions
Job families or departments (e.g., Engineering, Sales, Marketing).
HR
High Performers / Low Performers Identification
Quickly spotting who excels and who struggles, backed by data.
Analytics
Intuitive and Enjoyable Experience
Performance tools that people actually want to use.
Culture
KPI
Key Performance Indicator: a measurable goal tied to business outcomes.
Analytics
Live Performance Visibility
Real-time access to how individuals and teams are performing.
Analytics
Loved by HR
Tools that make HR teams more strategic, not more buried in admin.
HR
Manager Enablement
Giving managers the tools, data, and support they need to lead well.
Leadership
Manager-First Design
Software built for how managers think and work, not HR forms.
Process
No Admin Lag / No Form-Filling and Data Entry
Zero busywork. Score actions in seconds, not hours of form-filling.
Process
Normalisation
Adjusting scores to ensure fairness across teams or managers.
Analytics
Objective (Goal)
A clear target or desired outcome for a person or team.
Performance
OKR (Objective and Key Results)
A goal-setting framework with clear objectives and measurable results.
Performance
Outcome
The result or impact of work, not just activity.
Performance
Performance Criteria
The standards used to evaluate if someone is meeting, exceeding, or missing expectations.
Performance
Performance Data and Trends
Historical scores and patterns showing how performance evolves over time.
Analytics
Performance Improvement Plan (PIP)
A formal plan outlining steps to address underperformance.
Performance
Performance Reviews
Formal evaluations of an employee's work over a set period.
Performance
Performance Signal
A data point or trend indicating how someone is performing.
Analytics
Progress Tracking
Monitoring movement toward goals or performance improvements.
Performance
Promotion Case
Evidence-backed argument for why someone should be promoted.
HR
Rating Scale
The system used to score performance (e.g., 1-5, Below/Meets/Exceeds).
Performance
Real-Time Performance Scoring
Logging scores as work happens, not waiting for year-end.
Performance
Recency Bias
Overweighting recent events and forgetting earlier performance.
Analytics
Review Cycle
The period between formal performance reviews (e.g., quarterly, annual).
Process
Score
A numeric or qualitative rating of performance on a specific action or criterion.
Performance
Sector
Industry or business domain (e.g., Tech, Healthcare, Finance).
HR
Spot Struggling Team Members Early
Identifying performance issues before they become crises.
Analytics
Talent Competencies
Core skills and behaviors needed across all roles (e.g., communication, problem-solving).
Performance
Talent Review
A structured process where leadership evaluates workforce capabilities and potential.
Leadership
Talent Tier
Categories of performance level (e.g., Top performer, Solid contributor, Needs improvement).
Analytics
Team Impact (ROI)
Measuring the business value and return on investment from team performance.
Analytics
Team Restructuring Decisions
Using performance data to inform organizational changes.
Leadership
Technical Capability
Role-specific skills and expertise required for a function.
Performance
Track Against Organizational Goals
Aligning individual performance with company-wide objectives.
Performance
Turn Insights into Meaningful Conversations
Using data to drive better coaching and feedback discussions.
Leadership
Universal Human Skills
Core interpersonal abilities valuable across all roles (e.g., communication, adaptability).
Performance