SLC Agrícola: how Stratws organizes performance reviews

Before Stratws, SLC Agrícola ran performance reviews on spreadsheets, with no way to calibrate results or give employees regular feedback. Today, every review cycle runs inside the system, from the self-assessment to the individual development plan.

SLC Agrícola produces agricultural commodities, focused on cotton, soybeans, and corn, and was one of the first companies in the sector to trade shares on the stock exchange. In the 2021/2022 harvest, the company planted more than 672,000 hectares, with 23 units across 7 Brazilian states.

What challenges did SLC Agrícola face before Stratws?

SLC ran its performance processes on spreadsheets, then hired a system that couldn’t handle the company’s specific needs. That search for alternatives is what brought Siteware in.

With spreadsheets as the main way to track the process, controlling competency reviews and giving regular feedback was hard.

We chose it for being a more user-friendly system, easy to work with, that covers our processes and lets us do everything in one piece of software.

How did Stratws enter SLC Agrícola’s performance management?

Today, two people in HR run the competency, performance, and values review cycles. Each employee does their own self-assessment, the manager adjusts it by consensus, and a development plan comes out of that step, with a deadline to close the gaps identified.

Analyst roles go through a 90-degree review, with only the manager weighing in. Director and manager roles go through a 180-degree review, with the team weighing in too. Results feed the Nine Box and the company’s succession plan.

SLC also has a custom gap feature. When an employee doesn’t hit the expected score on a competency, the system shows the distance to the expectation right inside the development plan, making it clearer what to work on.

What results has SLC Agrícola seen with Stratws?

SLC started running reviews that low spreadsheet usability didn’t allow before, spending less time on each step. Employees stopped filling out spreadsheets and started using the system directly, which brought more transparency to the process.

The company also took its first steps with the Nine Box and development plans inside HR’s development area. The goal is to make HR increasingly strategic.

From now on we're rolling out the Nine Box, we want to leave spreadsheets behind for good, gain more control, and make access and tracking easier for everyone.

SLC Agrícola’s experience shows what changes when performance reviews stop depending on spreadsheets and gain an owner, a deadline, and a history inside a single system.