Klaar

Great performance starts with one thing: clarity. In 200+ companies, we’ve seen managers transform team morale — not by doing more, but by starting with why. Here’s what they do differently ??

KPIs vs. OKRs: Why choose? Top companies like Netflix use BOTH to win. Swipe for the 3-step formula to balance stability + growth. ???? (Save this!)

Performance reviews or Halloween, just early? Sometimes it's hard to tell. We see you, HR. Navigating last-minute self-reviews, ‘Meets Expectations’ for all, and managers treating appraisals like an afterthought. Doesn't have to be this way. :)

Managers shape the culture of a team—not just by what they do, but by how they lead. And with the right feedback, managers transform into coaches who empower, guide, and inspire. Here’s a collection of thoughtful phrases HRs can use to provide constructive, growth-focused feedback—helping managers lead with clarity and impact. ?? Read more: https://lnkd.in/gcp753zN #ManagerDevelopment #CoachingCulture #Leadership #HR #PerformanceManagement

Imagine a World Where Performance Management Just Works. Picture this: Employees don’t brace for feedback like a biannual root canal because growth isn’t confined to a spreadsheet. Instead, AI cultivates a rhythm of continuous, human-centric dialogue. The kind of feedback that adapts to individual goals, strengths, and even learning styles. Managers aren’t gaslighting themselves with vague notes from six months ago because AI quietly surfaces real-time patterns: “Notice how Maya thrives in collaborative sprints but disengages during solo tasks. Here’s how to rebalance her workload.” No scrambling. No guesswork. Just clarity. HR teams aren’t drowning in compliance checklists and bias-laden forms because AI handles the grunt work—calibrating fairness, flagging inequities, and automating busywork. Suddenly, “strategic HR” isn’t a buzzword. It’s reality. And leaders? They’re no longer blindsided by quiet quitting or burnout waves. AI acts as an organizational pulse-check, whispering, “Team morale dipped 18% after the restructuring. Here’s why—and how to course-correct before it’s too late.” But here’s the real question: What happens when we stop treating performance management as a box-ticking ritual and start treating it as a living ecosystem? One where data doesn’t dehumanize—it illuminates. Where algorithms don’t replace managers but make them more empathetic, more aware, more human. This isn’t sci-fi. This can very well be reality. The data flows. The only variable? Courage. The courage to dismantle archaic systems built for factories, not people. The courage to trust machines with the mundane so we can reclaim the meaningful. Will organizations cling to the comfort of “how it’s always been done,” watching talent slip away and potential go untapped? Or will they dare to rebuild a world where work isn’t just measured—but elevated? The future of performance management isn’t coming. It’s here. The only thing left to decide is who’ll lead—and who’ll linger in the past. When growth is proactive, imagine everything that your people could achieve. #FutureOfWork #AI #PerformanceManagement #HRTech

Performance isn't a solo act. It requires equal participation from all stakeholders involved. Right from leaders who set the culture, to managers who're literal coaches to employees, who run the show. And we get it. It’s hard to think about performance when we’re neck-deep in priorities. That’s why we have Klaar. If you're the kind of HR that wants to challenge the norm of PM, hit us up at klaarhq.com!

Moving at lighting speed. That’s us!

65% of employees want feedback more than once a year…so why are annual reviews still the norm? For years, performance reviews were a once-a-year formality.? A meeting, a checklist, and often, a missed opportunity. But employees today- specially new recruits- expect more, real-time insights, continuous growth, and meaningful conversations. Companies that stick to outdated models risk disengagement, talent loss and increased attrition. 1. Real-Time Feedback Wins Top companies use platforms like 15Five and Lattice to give employees ongoing feedback. 35% of organizations use frequent check-ins to drive learning and growth.? When feedback happens in real time, employees can adapt, improve, and stay aligned with company goals. 2. 360-Degree Feedback Matters Managers aren’t the only ones with valuable input. Peers, direct reports, and even clients offer critical insights. Tools like Culture Amp, Klaar and Qualtrics make it easier to gather well-rounded feedback, leading to more balanced evaluations and better development plans.? More perspectives mean stronger performance and greater accountability. 3. Small Feedback, Big Impact A quick “Great job!” or a constructive comment can go a long way. Informal feedback improves work performance by nearly 12%. Recognition should be a daily habit, not an annual task. In a competitive talent market, the companies that prioritize continuous feedback aren’t just keeping employees…they’re attracting top talent as well. The shift is happening. More companies are embracing continuous, multi-source, and informal feedback because it works. As we approach the next financial year, the question is: Are your performance reviews helping—or just happening? (Sources: Oak Engage, PeopleStrong, Gartner) #CLIKD #Hiring #AIRecruitment #Leadership #HRTech #PerformanceManagement

Quote of the day. #PerformanceManagement #WorkplaceCulture #EmployeeExperience #qotd

How often do you see bias hindering performance reviews in your organization? #PerformanceManagement #EmployeeFeedback #FairReviews #HRTech #WorkplaceBias #KlaarPM