We are focused on solving problems many organizations face related to employee growth and we address these problems in an iterative and research-driven way. Below are different prototypes that will be the foundation for future projects.
When faced with challenges, employees' success is often limited by their manager's expertise and ability to help. Mentoring or coaching is sometimes seen as an inaccessible, complex and long-term commitment, resulting in missed opportunities to get help from more experienced peers in the organization.
Peer feedback process is often seen as a burdensome administrative task that lacks transparency and context, which results in low-quality, generic feedback and makes the feedback less useful for the employee.
The career development process is often fragmented and disconnected, resulting in generic and unengaging career development plans that often lack context and narratives that could help guide employees through their career growth.
1:1 meetings between managers employees are often perceived as stagnant and repetitive, lacking coaching and mentoring support from the manager's side and rarely touching on the topic of long-term career development.
Performance reviews are often infrequent, lack context and can be perceived as subjective due to assessment criteria often being vague and confusing, resulting in employees lacking clear career direction.
There is often a disconnect between employee's work and company goals, as well as gap between day-to-day tasks and professional development, resulting in missed opportunities for employee growth.
Employees often struggle with working on individual goals due to them being vague, unmotivating, disconnected from actual work and lacking learning and development elements.