Cialne: from 25 loose panels to a 15-day evaluation cycle

Cialne is one of the largest suppliers of poultry genetic material in Brazil, with 27 production units and nearly 1,200 direct employees. Before Stratws, every area of the company had its own indicator panel: 25 in total, with no connection between them.

Each area had its own individual panel, which made it hard for everyone to stay aligned. There were 25 panels, and with Stratws we managed to bring all of that into a single environment.

What challenges did Cialne face before Stratws?

Cialne’s strategic management ran on several tools and spreadsheets, which supported the company’s early growth but no longer kept up with its current scale. HR had a similar pain point: performance reviews ran on spreadsheets, a slow and unreliable process.

Our performance review model lived entirely in spreadsheets, and we ended up working for the spreadsheets, which took up a lot of our time.

In 2022, the Strategic Management area and the HR team went looking for a solution, each on its own. Only when they talked to Siteware did they discover they were after the same system, one that could connect corporate performance to each employee’s individual performance.

How did Stratws connect strategic management and talent management at Cialne?

One deciding factor was bringing performance and competency indicators together in a single environment, enough to build a 9-box grid and quickly identify the relationship between each employee’s performance and competencies.

The rollout brought together more than 2,500 KPIs tracked and 8 Balanced Scorecards built during the initial phase. The fear of resistance from teams never materialized: after training, teams started running analyses, entering indicator data, and building action plans without difficulty.

What results did Cialne get with Stratws?

With Stratws, Cialne started tracking deliverables, reviews, and indicators with a central history and concrete data:

Stratws’ traffic-light indicator made it easy to see whether a goal was met, missed, or close, and to build an action plan from there with an owner and a deadline.

Today we look inside the system and, with a single click, identify where that indicator is affecting another area, which helps employees understand how their results affect someone else's.

Cialne’s experience shows what changes when performance reviews stop running on parallel spreadsheets and start talking to the company’s strategic indicators, with history, a traffic-light view, and action plans in the same place.