Creating a People First Performance Management Process





  • Annual feedback comes too late causing a lack of direction and stress

  • Performance reviews are seen as a means to decide who gets a raise and who gets fired

  • Managers don’t know how to improve their leadership skills 

  • Feedback is only shared within static teams and departments



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Solution: Flexibility

  • Empower people to ask for feedback when they need it creating a continuous learning culture 

  • Rebrand performance reviews as a moment for reflection, coaching and growth

  • Enable managers to gain insights from their team with upward feedback

  • Break down departmental silos by allowing people to share feedback across the organization