People decisions run on memory and vibes.
Promotions, reviews, and growth plans shape careers and cost real money, yet they're built from recency bias, a scramble of notes, and whatever both sides remember from the last few weeks.
Reviews reward recall, not reality.
The loudest recent moment wins. Steady, quiet capability growth goes unseen and unrewarded.
Feedback is disconnected from skill.
360s and surveys capture sentiment, but rarely connect to what someone can actually do or where they've grown.
Growth plans are guesswork.
Without a demonstrated-skill baseline, development goals are aspirational at best and forgotten by the next cycle.
One evidence base under every people process.
upPeople connects reviews, feedback, and growth to demonstrated skill, so people decisions start from evidence instead of impressions.
Who is ready, who is at risk, and is the team growing?
Today those answers come from memory and manager intuition. When growth is measured on demonstrated skill, the answers come from evidence.
A review cycle built on evidence, not scrambling.
Run the whole cycle in one place: self-review, manager review, 360 feedback, and calibration, each anchored to demonstrated skill instead of memory.
Anchor to demonstrated skill
Every profile starts from an objective skill baseline, so reviews build on evidence instead of a blank page.
Gather feedback that connects
360s and pulse surveys link sentiment to specific skills, turning vague feedback into something actionable.
Calibrate fairly
Compare people on demonstrated capability across the team, reducing recency bias and manager-to-manager drift.
Set growth that sticks
Development goals target real, measured gaps, and the next cycle shows whether they moved.
Reach for upPeople when…
You don't need to overhaul HR on day one. Start where an evidence base would change the conversation the most.
Before a review cycle.
Give managers a demonstrated-skill baseline so reviews start from evidence, not a blank template.
For promotion decisions.
Back readiness calls with a skill trend over time instead of a persuasive final quarter.
When engagement dips.
See whether a disengaged team is a workload, growth, or role-fit problem, with data, not guesses.
For fair, consistent calibration.
Compare people on the same demonstrated bar to reduce bias and manager-to-manager drift.
Pricing
Priced per employee: evidence-based reviews at Starter; 360s, pulse, and 1:1s from Team.
- Evidence-based review cycles
- Review forms & growth profiles
- Recognition & continuous feedback
- Email support
- Everything in Starter
- Skill-linked 360° feedback
- Pulse surveys & 1:1s
- Calibration tools
- Milestone feedback
- Everything in Team
- SSO / SAML
- Consent Lab Mode & trust dashboard
- KPI dashboards & dedicated CSM
Common questions.
Most review tools capture opinions on a form. upPeople anchors every review, 360, and growth plan to demonstrated skill, so the conversation starts from evidence instead of memory.
From the same adaptive skill assessments that power development across the suite. Reviews and feedback build on an objective baseline instead of a blank page.
Yes. Transparency is the design: when managers and employees start from the same cited evidence, review and growth conversations change tone.
Yes. upPeople runs self-reviews, manager reviews, 360s, pulse, and 1:1s. You keep your cadence; it just runs on real evidence.
Give every growth conversation an evidence base.
Run your next review cycle on demonstrated skill. Managers and employees start from the same picture, and growth becomes something you can measure.
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