Subjective or outdated performance management makes it hard to identify high potentials and maximize talent No clear way to tie “soft” initiatives like training and culture to hard business results BI dashboards don’t provide dynamic insights into employee progress and skill gaps Discretionary spending on ineffective programs that yield little ROI Strategy execution breakdowns due to lack of accountability
Provides continuous data collection across critical competencies Automates nudging employees on goals and development areas Generates dynamic insights into workforce skills and engagement Identifies high-potential future leaders objectively Links development programs directly to on-the-job behavior change Drives strategy execution through accountability and nudging Optimizes training ROI by tracking outcomes not just participation
Optimize human capital investments by aligning them to business impact Build the objective case for workforce initiatives to the executive team Maintain dynamic oversight of workforce productivity and operational efficiency Identify the highest potential future leaders based on proven competencies Execute strategic priorities more effectively through organization-wide accountability Shift spending from ineffective programs to high-impact initiatives Reduce the biases and blindspots of subjective performance data
