Follow up, recognize and review all year long
What was agreed in the 1:1 becomes a conversation, the conversation becomes a rating and the rating becomes a development plan. HR builds and publishes the cycle, managers lead their teams and each person sees their own result.
2026 cycle · Product team
- Beatriz Lopes Self-review completed
- Thiago Ramos 1:1 tomorrow · 5 agenda items
- Cycle audit 2 reviewers with same ratings
- Camila Duarte Praise on the wall · 6 claps
- Q4 OKR 1 key result at risk
Consolidation opens in 3 days
What holds performance back today
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Reviews answered from memory
One December afternoon to recall each person's whole year.
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The 1:1 starts with what should we talk about
Previous agreements forgotten and nothing written down at the end.
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Comments say very little
Labels instead of behavior, and the same sentence for different people.
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Goals detached from the routine
OKRs in one spreadsheet, KPIs in another, and nobody knows what is at risk.
What Performance does
Conversations, recognition, reviews and goals in the same cycle.
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Performance reviews
Competency-based cycles, with 1 to 5 ratings and comments.
- 90, 180 and 360 degree formats, with internal clients
- Peers and direct reports always as an anonymous aggregate
- Preparation, collection, consolidation and publishing
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Writing and audit
Help to write better and to check the cycle.
- Improve with Tali rewrites the comment as observable behavior
- Script for the feedback conversation
- Audit of rating patterns before publishing
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1:1 meetings
The recurring conversation, with agenda and notes.
- Agenda built from what changed since last time
- Notes drafted by AI, reviewed by whoever leads
- Agenda items become feedback, plan goals or tasks
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Feedback and recognition
Named feedback at any time.
- Give feedback and request it from up to 10 colleagues
- Wall of public praise with claps
- Managers see how many days each report has gone without feedback
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Development plans, OKRs and KPIs
Goals for the person, the team and the company.
- Development plans with goals from the review conversation
- OKRs with key results, check-ins and at-risk status
- KPIs with measurements and out-of-range alerts
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Gamification
Achievements the team can see.
- Points for achievements
- Badges from common to legendary
- Rankings by company, sector and department
A review cycle, from launch to development plan
Each step shows who does it: a rule, AI or a person.
- 1
Launch Person
HR sets the format, competencies and participants, and invitations go out.
- 2
Responses Person
Manager, employee and colleagues rate from 1 to 5 with a comment.
- 3
Writing AI
Tali suggests a clearer comment, and the writer decides whether to use it.
- 4
Consolidation Rule
The final rating is calculated and the audit flags unusual patterns.
- 5
Feedback Person
The manager holds the conversation, records commitments and creates plan goals.
- 6
Follow-up Rule
The next 1:1 already brings the published result and the plan goals.
Ask Tali
Everything the Performance screens do, Tali does in the chat, with your permission.
- What do I have to review in this cycle?
- Who on my team has gone more than 30 days without feedback?
- Is there bias in the ratings for this cycle?
- Help me prepare Ana's feedback conversation.
Examples of what you can ask. Tali uses your permissions and confirms before saving.
Questions about Performance
Who reviews whom?
Are peer reviews anonymous?
Does HR read what was said in the 1:1?
Does AI rate anyone?
Do OKRs and KPIs work together?
Close your next cycle with conversations, not memory
In 30 minutes you see a review cycle from preparation to feedback.