Does your team deliver what's expected?
Two people in the same role can have very different impacts, and most organizations sense it without being able to prove it. When performance lives in the manager's head, decisions about promotions, bonuses, and development depend on who's doing the evaluating.
Escal8 turns that intuition into evidence that's comparable across people in the same role.
What it measures
Manager rating
the manager's direct rating.
Execution quality
quality, volume, and timeliness of the work.
Strategic contribution
alignment with business objectives.
Peer perception
how those working alongside them see it.
Consistency
the trend over time: improvement or decline.
How Escal8 reads it
Performance system
the performance rating and how it evolves.
OKR tracker
the degree of objective attainment.
Conversational survey
managers' read on the team's delivery.
What you decide with it
Who delivers consistently, who is improving, and who has started to decline.
Back promotions, bonuses, and improvement plans with evidence.
Turn the annual review into data-driven, ongoing tracking.
FAQ
What does the Performance dimension measure?
Execution quality, contribution to objectives, the manager's and peers' perception, and the consistency of performance over time.
Does it help decide promotions?
Yes. It provides a comparable basis across people in the same role to support promotions, bonuses, and improvement plans.
Explore the other dimensions
In 30 minutes we'll show you a real read of your team.
Book a demo