Self-awareness
Reflective check-ins, strengths reflection, growth journeys. The person is the audience for
their own data.
Each other
Feedforward, peer recognition, growth dialogues, the advice process. Feedback is a conversation,
not a verdict.
System
Team vitality sensing, 360° perspective gathering, decision methods that distribute authority.
Decision-making reveals an organization’s real power structure — so make it visible.
What the product will not do
These are hard product constraints. A ticket asking for one of them gets referred back to the ADR rather than estimated.No forced ranking, bell curves, or stack ranking
No forced ranking, bell curves, or stack ranking
Rating schemes exist and are expressive, but the schema deliberately does not surface top-10% /
bottom-10% reports. There is no path from “rate your team” to “here is who to cut”.
No performance-improvement-plan defaults
No performance-improvement-plan defaults
Probation and feedback flows are framed as decisions about fit and support, not as legal
cover for a termination that has already been decided. See
Probation.
No gamification of HR processes
No gamification of HR processes
No leaderboards, no streaks, no badges, no scores presented as individual rankings.
No dark-pattern retention nudges
No dark-pattern retention nudges
Offboarding is an exit dialogue, not an exit interview designed to talk someone out of
leaving. Cancellation is always one click away.
No pseudo-objective AI scores presented as facts
No pseudo-objective AI scores presented as facts
Every AI ranking or observation must show its criteria and the data it used, and the human keeps
the decision. See AI transparency.
How this shows up concretely
Feedback has no 1–5 scale and no forced distribution. Cycles collect narrative and reflective responses, and continuous feedback is peer-to-peer feedforward rather than manager-to-report scoring. Surveys treat anonymity as a technical property, not a promise: an anonymous response never persists the person→answer link at all — the invitation records only that someone responded. Results, the AI report and the export stay locked until a configurableminResponsesForResults threshold is met, so a small audience cannot be
re-identified by elimination.
Compensation explains pay policy — roles, bands, and where a person sits in one and
why. The employee self-view never compares them against a colleague.
Salary visibility is closed by default. Even HR staff read salaries only through
hand-picked grants; managers read strictly below themselves and never at or above their
own level.
Probation is a shared meeting template used together by HR, the employee and
their manager, with reflective questionnaires and no scores.
Decisions offer consent (sociocracy), the advice process, systemic consensus with
resistance rating, dot voting and delegation poker — methods whose point is to
distribute authority rather than to record a manager’s call.
If you are extending the platform and a requirement collides with this page, raise it in review
and link here. The framework wins.