Performance
Connect strategy to the day-to-day
Strategy doesn't fail at the top. It fails in the gap, the space between the plan set in the boardroom and the work happening on the ground. Just 22% of employees strongly agree their leaders have a clear direction for their organisation (Gallup, State of the American Workplace). That's a lot of effort pointed in roughly the right direction.
Whyser Performance closes that gap, and retires the annual review while it's at it.
What it does
Feedback that happens when it matters
- Goals and KPIs linked to strategy, visible at every level, so everyone can see how their work connects.
- Prompted coaching conversations, including peer reviews, that happen when they matter instead of once a year.
- Guided leadership suggestions that take the guesswork out of managing people.
- 360-degree feedback without the admin overhead.
- Early retention signals you can actually act on.
The annual review, replaced
A rhythm of shorter, prompted conversations
Most HR leaders don't believe annual reviews are accurate, yet most organisations still run them once a year. It's a ritual almost everyone dreads and few find useful.
Whyser Performance swaps that for a rhythm of shorter, prompted conversations built around development and honest feedback. Managers get the prompt and the context in the moment, so the conversation is specific and timely rather than a scramble to remember what happened in March.
Why it matters
Performance and retention, the same problem
Performance and retention are the same problem viewed from two angles. People who get regular, useful feedback and can see where they're heading stay longer and do better work. The early retention signals in Whyser Performance mean you hear "I'm thinking of leaving" as a data point you can act on, not as a resignation you didn't see coming.
How it fits the rest of the platform
One system, one source of truth
Performance draws on the same continuous data as Culture and feeds development in Transformation, with the whole picture surfaced in Insight. One system, one source of truth, no re-keying between tools.
Common questions
Questions leaders ask
Do we have to drop annual reviews entirely?
No. You can run Whyser Performance alongside an existing cycle and shift the weight to continuous conversations at your own pace.
Is 360 feedback anonymous?
Yes, and it's built to be low-effort, so people complete it and the input is honest.