Develop the people who deliver results
Performance management: you in command, from tracking to development
Performance management in Stratws is one cycle: 90, 180 or 360 degree reviews, feedback sessions, development plans, feedback, 1:1s and learning paths, all linked. You track each person all year, not just in review month. The gap becomes a plan with an owner and a deadline, AI delivers the reading of the comments in the feedback session, and the next round shows who progressed.
More than 182,740 people use Stratws, and more than 21,000 leaders access the platform
Track and develop without manual work
Reviews, feedback, 1:1s, development plans and learning paths in one traceable routine, instead of a bureaucratic cycle that eats up weeks and changes little.
Compiling gets out of the way and tracking becomes continuous. The performance conversation stops depending on personal style: whoever leads it walks in with clarity, structure and evidence, and walks out with a plan the employee understands.
Turn the review into a plan for progress
Consistent feedback takes method and time, the 1:1 rarely has continuity and the development plan tends to become a document. The manager's cycle in Stratws has the two things that are missing: method on screen and history that carries through the year.
Review at the degree the cycle calls for
90, 180 or 360, with self-review, leader and peers, on technical and behavioral competencies. Fewer forms to fill in and more time for the conversation.
Give feedback with criteria, not impressions
The feedback session draws on what was reviewed, the history and what the committee calibrated on the Nine Box. Organized criteria and evidence reduce the sense of unfairness.
Turn the gap into a tracked development plan
The plan comes from the competency that fell below expectations, with an action, an owner and a deadline, and stays in view of both sides through the cycle.
Sustain it with feedback and 1:1s
Feedback recorded the moment it happens, and 1:1s with an agenda, notes and a private note. Each conversation starts where the last one stopped, instead of starting from zero.
Link the gap to the learning path
Academy delivers, in video and interactive material, the content that addresses that competency, inside the platform itself.
Measure progress, not effort
The competency is reviewed again in the next round, and that is where you see whether development happened.
Reach the feedback session with the reading done
A review only becomes development when someone reads the comments, draws a plan from them and tracks what happens next. The alternatives do not cover that whole path.
| What the development cycle requires | Stratws | Spreadsheet and form | Performance platform | HR module of the ERP |
|---|---|---|---|---|
| Reviews at 90, 180 and 360 with configurable competencies | Yes | Partly | Yes | Partly |
| Committee calibration on the Nine Box, with the criteria kept on record | Yes | No | Yes | No |
| AI that flags the relevant comments and what is critical | Yes | No | Partly | No |
| An impartial review summary | Yes | No | Partly | No |
| Development plan action suggestions from specialist knowledge | Yes | No | Partly | No |
| The learning path that addresses the gap on the same platform | Yes | No | No | No |
| Development tracked alongside the goal the area delivers | Yes | No | No | No |
| The criteria that applied in the previous cycle, recoverable | Yes | No | Partly | No |
HR brings the evidence, leadership decides
Promotion, mobility and development priority are decisions for whoever leads, and the conversation changes when it arrives with history instead of perception. HR stops compiling reviews and starts seeing talent, area and leadership in one place.
Progress in sight, by person and by area
Reviews, calibration, feedback and development plans stay on record cycle after cycle, and a change of leader does not erase what the team built.
Less subjectivity at the table
Organized criteria, evidence and history hold up the decision, and the conversation stops revolving around whoever argues best.
Where the gap repeats
A competency below expectations across a whole area signals structure, not a person, and calls for a different decision.
Which leaders develop their teams
What a leader reviews, calibrates and tracks becomes visible, and the conversation with them stops being about perception.
What the employee gets to see
Adoption of the cycle depends on the person being reviewed understanding what was measured and what to do with it. From that side, the same routine reads differently.
The criteria that applied, not just the score
The feedback session arrives with what was reviewed, the history and the committee's calibration, instead of an impression nobody can reconstruct later.
A plan they are part of
The development plan comes from the competency that fell below expectations, with an action, an owner and a deadline in view of both sides through the whole cycle.
The content that addresses the gap, at hand
The Academy path that answers that competency sits on the same platform, and development stops depending on searching for it alone.
Progress recognized in the next round
The competency is reviewed again, so the effort of the cycle shows up measured, not as the perception of whoever leads.
Stratws, your AI platform working alongside your team's development
Secure a layer of analysis over your team’s development. Stratws AI reads reviews, 1:1s and feedback, and shows what is critical for each person and which development plan action closes the gap.
- The reading of the comments ready for the feedback session, with neutrality.
- Development plan suggestions grounded in expert knowledge.
- The week’s 1:1s queried and recorded in a single conversation.
Seeing quickly what needs to improve
“Today, with the word cloud in the performance review in Stratws, I can quickly identify which points are mentioned most as positive and what needs to be improved among the employees.”
Elohá CostaHR Supervisor · Prime Results
Governance that holds up trust in the cycle
The people cycle runs across the employee, leadership and HR, and each layer exists so the review is reliable and confidential at the same time.
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See the next cycle running in your company
Bring your cycle and the competencies you review. We will show how the gap becomes a plan, how the cadence sustains that plan and how progress shows up in the next round.