Why do we exist?
Improve organizational productivity and efficiency.
What do we do?
Enable organizations to increase employee performance.
What do we believe?
1) Performance reviews and employee surveys are ineffective as implemented at most organizations. They are too bureaucratic, too administratively complex, too time-consuming, and too infrequent. They are also often unclear and not actionable.
2) Managers and Managers of Managers hate performance reviews – largely because they are focused on tasks that are perceived as non-value-added (record-keeping), rather than driving real, meaningful action.
3) Employees fear performance reviews – largely because they aren’t sure what the feedback will be, and because they know this is a rare opportunity to get a pay change or promotion.
4) Frequent (weekly / biweekly / monthly) manager 1on1s provide essential directional feedback to employees.
5) Most technology providers have automated existing ineffective performance review processes. Other technology providers have built such highly configurable products to accommodate varying processes, that they are very difficult to implement – and end up being only partially used.
6) Participant survey anonymity gets in the way of organizations acting on employee needs.
7) OKRs being set at an individual level and managed / tracked centrally are not useful. Priorities change too quickly and it takes too much time to set up and consolidate.
8) Also critical to providing directional guidance is visibility (and consistency / transparency) of company-level goals – and sometimes department / team-level goals for big organizations.
How do we behave?
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We have adopted the PACE approach throughout everything we do. We ensure our products and services are:
Practical (solves real business problems without complexity),
Actionable (enables immediate, meaningful action),
Clear (intuitive, transparent, and easy to navigate), and
Effective (delivers measurable results and efficiency).
This approach enhances user adoption, reduces churn, and drives long-term customer success.
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Minimal setup or configuration.
Tech support is never required.
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Provide information access by default to everyone who needs to know, and/or is directly impacted.
Encourage full attribution versus anonymity.
How we will succeed
Simplicity
Make people management easier.
Build an excellent core product with sensible defaults, avoiding roadmap and feature creep.
Action
Increase visibility and enable rapid, targeted action.
We must be nimble and quick to respond to customer feedback.
Product
Create a solution that truly works better than the alternatives - at a price that makes us an obvious first choice.
Priorities
What is most important to us right now?
Ease of Use
Ensure that customer signup, HRIS integration, and the first check-in launch works intuitively.
Optimization
Optimize the product onboarding process, workflow, and user instructions.
Product
Complete web app development of automated employee check-ins, manager ratings, and data visualization.
Outline the roadmap of the full core product ( AI notetaker, AI summary, and AI action coach).
Users
Invite design partners to use our MVP product – and validate the ROI impact of using OTP.
What are the benefits that OTP provides?
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Increases Team Productivity
Your team will be better aligned on the key goals and priorities.
They will be more likely to be working on the most important things
Leadership and HR will be able to quickly intervene if someone is “off-track” or needs help.
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Reduce Manager Time on Administrative Activities
AI automated 1on1 note-taking, saving up to 1 hour per week per worker at your company (2-2.5% of total payroll).
Never need to create or manage a Performance Improvement Plan (PIP) again, since you will have excellent records with far less effort.
Potentially eliminate 1-2x/year employee engagement surveys.
Potentially eliminate 1-2x/year performance reviews.
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Save Money
Our solution is a fraction (50-75% less) of the cost of the biggest players in this market.
Redeploy efficiency savings from HR, IT, and managers to get more done - faster.
Our recommended performance process:
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Track and communicate company-level goals. Make them highly visible and share status updates. Optional – track and communicate department / team-level goals.
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Don’t waste time tracking individual goals centrally, leave that up to managers.
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Ensure that 1on1s between managers and their direct reports occur AT LEAST once a month.
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Inspect what you expect through short monthly surveys to all employees to ensure those 1on1s are happening, and that they are high quality.
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Use those monthly surveys to gather other critical information like identifying who “needs help” and who believes their performance is “off-track”. (Fully attributable data)
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See trends and quickly identify outliers by department, manager, location, or other client-defined groups.
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HR and mid/senior leaders are able to see AI-generated summary notes from 1on1 discussions.
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Coming soon: AI will summarize past 1on1s to write a performance review and provide development recommendations.
How it works
Watch the videos below for an introduction to the OnTrack Performance platform.