Incompass Labs

?? Good morning from #Transform2025! Did you catch the Gallup poll that found only 2% of HR leaders believe their performance management system actually helps employees improve? Shocking… but not surprising, right? Let’s change that. Swing by Incompass Labs at Booth K#7, right by the Innovation Stage (fitting, right?), and see how we’re flipping the script on performance management: ? Not just slapping tech onto old, broken processes—we’re redefining the game ? AI-native, data-driven, and built for today’s workforce Employees deserve clarity, not chaos. Companies need insights, not guesswork. Let’s fix this—together. ?? Look for our CEO, Jessica DeVlieger or VP of Customer Service, Jessie Stettin—or just follow the ?? on the map below #AI360 #performancemanagement #360assessment #talentassessment

?? Only 2% of HR leaders believe their performance management system actually helps employees improve, according to Gallup. Let that sink in. According to the Financial Times—and a universally shared belief—employees find reviews unfair and unhelpful, while managers see them as time-sucking and unreliable. Case in point: “Deloitte once overhauled its evaluations after discovering the organisation was spending nearly 2 million hours a year on a performance management system producing rating scores that revealed more about the raters than the rated.” 360 reviews were supposed to fix this—but poorly designed ones get gamed by back-scratchers and torpedoed by back-stabbers. With mass layoffs being framed as “raising the bar,” there’s no more important time to get performance management right. If companies don’t have a fair, accurate way to assess performance, they’re not weeding out low performers—they’re just guessing. Incompass helps teams measure performance the right way. Employees deserve clarity, not chaos. Companies need insights, not guesswork. Let’s fix this. ?? #PerformanceManagement #360assessment #HRtech?#PeopleOps https://lnkd.in/exqrT4ed

Couldn’t agree more with Business Insider's conclusion: Instead of gutting teams, leaders should focus on accurate performance measurement and clear feedback so everyone knows where they stand. That’s exactly what we do at Incompass Labs. Making that easy—helping organizations evaluate talent fairly and improve performance with unbiased feedback without the drama. Because real accountability isn’t about fear—it’s about clarity.

We’re heading to Transform 2025, and we’d love to see you there! You can find us at Kiosk #7, strategically positioned next to the wine lounge ?? (coincidence? We think not!)? Let’s commiserate over the universal headache that is performance management ??—and then talk about how it doesn’t have to suck. The Incompass 360 platform actually makes feedback useful—just ask the 92% of users who said it helped them provide more accurate reviews. Swing by to chat with our CEO, Jessica DeVlieger or VP of Customer Service, Jessie Stettin—or just follow the ?? on the map below… or the sound of great ideas (and clinking glasses). See you in Vegas! ?? #transform2025 #performancemanagement #360assessment #talentassessment #AIinHR

Oh, the joys of performance reviews—said no one ever. Can AI make them suck a little less? We’ve all been there: managers drowning in hours of writing, People Ops buried in calibration chaos, and employees receiving feedback that’s… meh. And the real kicker? Trying to see the whole picture and connect it to business impact—without getting lost in spreadsheets. That’s why Matt Bradburn’s deep dive into AI in performance management hits home. At Incompass Labs, we’ve built exactly that—an AI and data science-powered platform that’s fast, easy to implement, and takes the heavy lifting off employees, managers, and HR teams. No starting from scratch, cutting and pasting from chatbots, or cobbling together a makeshift system. But here’s the key: AI should never replace human judgment. It should enhance it, using real inputs from reviewers to generate meaningful, context-aware feedback that actually helps people grow. Performance reviews should be seamless, not stressful. Dare we even say… enjoyable? #360assessments #PerformanceReviews #HRTech #AIForHR #AIatWork

Great insights, Peter! As startups scale, founders lose the direct line of sight they once had into daily operations, making talent visibility more critical than ever. Culture and growth are shaped by the people driving them, and ensuring the right people are in the right roles is essential. That’s why Incompass is turning 360 assessments on its head—ensuring feedback isn’t just performative but high-quality, accurate, and data-driven. Honest, constructive insights are the foundation of better decision-making. With talent often being the largest line item in the operating budget, founders need a way to evaluate their talent and measure its impact on value creation to gain a clearer picture as they scale.

"What happens when workers get a say in evaluating their managers? At one Chinese carmaker, the results speak for themselves: happier teams, better leadership, and a noticeable boost in productivity — without a single downside." ?? That’s the conclusion of a study published in The Quarterly Journal of Economics and recently highlighted by Knowledge at Wharton. Two passages from the article stood out: ?? "The practical implications are hard to ignore. The research gives companies, especially in industries like hospitality that struggle with high turnover, a practical and affordable method to improve workplace outcomes. Ultimately, it shows that allowing workers to provide regular, structured feedback creates a loop of accountability that encourages better management, improves team morale, and keeps workers on the job longer." ?? "The takeaway is simple: Better management is not just about numbers, it’s about people. When workers have a voice, managers listen — and when managers listen, the workplace performs better." At Incompass, we couldn’t agree more—honest feedback is the foundation of better management and stronger teams. This research reinforces what we’ve long believed: performance evaluations shouldn’t just flow top-down. When employees—both direct reports and peers—have a structured way to provide meaningful feedback, managers become more effective, teams perform better, and retention improves. ??? The key? A system that makes feedback accurate, easy to provide, and bias-free empowers managers and organizations to measure what matters and turn insights into organizational clarity. #360assessments #BetterFeedback #PerformanceManagement #LeadershipDevelopment https://lnkd.in/eG3wAmHi

?? Performance-based layoffs are trending. Are they really measuring what matters? ??? Performance management is in vogue, especially in Big Tech and finance, where performance ratings are directly driving layoffs. The idea behind these evaluations—ensuring everyone knows where they stand, identifying poor performers, and retaining top talent—isn't flawed. But the execution? That’s another story. Too often, high-stakes reviews are shrouded in secrecy, riddled with bias, and easily influenced by managerial favoritism. Who’s truly performing vs. who’s just playing the game? When flawed processes dictate career trajectories, fairness and transparency take a back seat—and companies risk losing their real top performers. At Incompass, we believe there’s a better way to assess by leveraging data science, reviewer-choice peer reviews, and AI-assisted feedback to calibrate performance accurately and objectively—measuring what actually matters. The cherry on top? It’s also easy to implement and fast to complete. Better inputs = better, unbiased outputs. It’s time to rethink performance management.? Honest take, HR leaders and Execs out there: Is performance management truly effective, or are we overdue for change? What would you do differently??? The best conversations spark change. Follow Incompass Labs?and add your voice to a community that’s committed to doing better. #HR #PerformanceManagement #360review #Leadership #PeopleOps

We love this post by our founding advisor Jessica Z.! Inspired by the great Customer Lifetime Value (CLV) minds of Daniel McCarthy and Peter Fader, Jessica Z. offers a fresh perspective on understand your employees. If you're feeling stuck ?? in improving your employee experience and/or your bottom line, this is the post for you ?. (That said, we do think Apollo Bagels is pretty tasty :))

An interesting view into Citi's approach to performance management.?Thanks for sharing Hayley Cuccinello. In a world where "everybody gets a trophy," we can appreciate Citi's desire to create more discernible ratings for their employee population. However, there are inherent (and significant) flaws in a quantitative systems that is still highly subjective.?No wonder employees don't trust it! At Incompass Labs, we've developed a 360 platform that uses data science, developed by Wharton School professors, to remove the bias and normalize quantitative scores across an organization, paired with AI-enabled qualitative feedback to provide the critical "why" that even the highest performers need for growth. There is better way to assess and develop talent!! #highperformingteams #talent #growthandevelopment