The performance review that crosses four sources, not one
Today a promotion comes out of the last quarter and whatever the manager remembers. Here it comes out of four readings at once.
Companies already making decisions with Escal8
What it solves
What changes with Performance
Promotions that work.
The 9-Box crosses 360, objectives, and skills to show who is actually ready.
Clear succession for your best talent.
Identify who can cover key roles before the vacancy exists.
You see the gaps by area, not just by person.
The organizational Skill Blueprint adds up each team's skills and shows what the area lacks.
9-box matrix: who is ready and who needs something else
Every person placed by performance and potential, on one screen. It is the promotion conversation that today happens from memory and from each manager's impression.
- It comes from the cross, not from one score.Each person's position comes from the 360, the objectives, and the skills, not from one person's opinion.
- Succession before there is an opening.You identify who could fill a key role while there is still time to prepare them.
Objectives, OKRs, and KPIs with how far along they are
For each person and each area, kept current, not rebuilt the day before the committee meets.
- Progress in plain sight. Each objective with its percentage, its owner, and its date, without asking anyone for the number.
- What feeds the 9-box. Goal attainment is one of the three inputs that place each person on the matrix.
What it brings
360 reviews, objectives, and the 9-box matrix
- 360° review: feedback from the manager, peers, reports and the person themselves.
- Talent matrix (9-Box): every person placed by performance and potential.
- 8MAP assessment: the eight dimensions the intelligence layer crosses.
- Objectives and KPIs per person and per area, with how much of each is met.
- Skill Blueprint: each person's skills map, with strengths and gaps.
- Organizational Skill Blueprint: the same skills aggregated by area, to see what each team has and what it lacks.
The 360 gets collected in conversation, not in a form
Kova interviews peers, managers, and reports, and the 360 comes out of that. Nobody opens a hundred-question form that gets skimmed on the last day.
Frequently asked questions