Why do we exist?
Improve organizational productivity and efficiency.
What do we do?
Enable organizations to increase employee performance.
What do we believe?
1) Performance reviews and employee surveys are ineffective as implemented at most orgs. They are too bureaucratic, too administratively complex, too time-consuming, and too infrequent. They are also often unclear and not actionable.
2) Managers and MoMs hate performance reviews – largely because they are focused on tasks that are perceived as non-value-added (record-keeping), rather than driving real, meaningful action.
3) Employees fear performance reviews – largely because they aren’t sure what the feedback will be, and because they know this is a rare opportunity to get a pay change or promotion.
4) Frequent (weekly / biweekly / monthly) manager 1on1s provide essential directional feedback to employees.
5) Most technology providers have automated existing ineffective performance review processes. Other technology providers have built such highly configurable products to accommodate varying processes, that they are very difficult to implement – and end up being only partially used.
6) Participant survey anonymity gets in the way of organizations acting on employee needs.
7) OKRs being set at an individual level and managed / tracked centrally are not useful. Priorities change too quickly and it takes too much time to set up and consolidate.
8) Also critical to providing directional guidance is visibility (and consistency / transparency) of company-level goals – and sometimes department / team-level goals for big organizations.
How do we behave?
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For managers of people, managers of managers (MoMs), and HR professionals.
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Minimal setup or configuration expected; no tech support required.
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Don’t create unnecessary barriers through participant anonymity.
Opinionated and “spicy”, but never rude or cruel.
How we will succeed
Simplicity
Make people management easier.
Action
Increase visibility and enable rapid, targeted action.
Product
Create a solution that truly works better than the alternatives.
Priorities
What is most important to us right now?
Product
Complete development of the MVP in low-code format (employee check-ins, manager ratings, basic data visualization in early Q2 2024.
Outline the roadmap of the full product in Q3 2024 (adding Goals, AI notetaker, AI summary, AI performance coach).
Users
Invite design partners to use our MVP product – and validate the impact of using OTP.
Ease of Use
Ensure that customer signup, HRIS integration, and the first check-in launch works - and is very easy to do.
Optimization
Optimize the onboarding process, workflow, and user instructions.
What are the benefits that OTP provides?
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Increases Team Productivity
Your team will be better aligned on the key goals and priorities.
They will be more likely to be working on the most important things
Leadership and HR will be able to quickly intervene if someone is “off-track” or needs help.
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Reduce Manager Time on Administrative Activities
AI automated 1on1 note-taking, saving up to 1 hour per week per worker at your company (2-2.5% of total payroll).
Never need to create or manage a Performance Improvement Plan (PIP) again, since you will have excellent records with far less effort.
Potentially eliminate 1-2x/year employee engagement surveys.
Potentially eliminate 1-2x/year performance reviews.
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Save Money
Our solution is a fraction (50-75% less) of the cost of the biggest players in this market.
Redeploy efficiency savings from HR, IT, and managers to get more done - faster.
Our recommended performance process:
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Track and communicate company-level goals. Make them highly visible and share status updates. Optional – track and communicate department / team-level goals.
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Don’t waste time tracking individual goals centrally, leave that up to managers.
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Ensure that 1on1s between managers and their direct reports occur AT LEAST once a month.
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Inspect what you expect through short monthly surveys to all employees to ensure those 1on1s are happening, and that they are high quality.
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Use those monthly surveys to gather other critical information like identifying who “needs help” and who believes their performance is “off-track”. (Fully attributable data)
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See trends and quickly identify outliers by department, manager, location, or other client-defined groups.
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HR and mid/senior leaders are able to see AI-generated summary notes from 1on1 discussions.
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Coming soon: AI will summarize past 1on1s to write a performance review and provide development recommendations.
How it works
Watch the videos below for an introduction to the OnTrack Performance platform.