Meaningful and Inclusive Performance Reviews
Upful is software that uses behavioral science to coach people as they write employee performance feedback.
Upful helps improve employee engagement and retention, reduces workplace bias, discrimination, and retaliation, and helps make career growth more inclusive and equitable.
Engage & Retain
Improve Employee Engagement and Retention. Evaluations are more representative of someone's performance and potential.
Reduce Workplace Bias
Minimize workplace bias, discrimination, and retaliation. We monitor trends and flag potential issues: sharp changes, problematic language, and inconsistencies.
Diversity, Equity, Inclusion
Increase diversity at all levels and departments in your organization. Ensure equitable & inclusive career growth (promotion velocity, address the pay gap).
Save Time & Money
Saves HR and managers' time by reducing coaching and training time. Automates monitoring language in evaluations.
Managers get better at giving actionable feedback. Employees receive feedback that actually helps them grow and learn.
Upful's platform is a great way to keep manager's informed of employees' contributions and make it easy to establish a positive feedback culture, even when two people have never met in-person.
People learn better when they don't feel attacked. Upful's coaching is less likely to induce defensive reactions compared to traditional training methodologies.
Remind people of best-practices, provoke deeper thinking, ask for specific examples, offer alternative interpretations - all in a soft, positive, sometimes humorous tone.
Upful is a training tool that works in the moment as an employee is writing, so s/he can act on the feedback immediately if s/he chooses to do so.
Establish a safer space for receiving coaching and changing thoughts and behaviors.
What our community says
“I LOVE IT! I have 20 years of dealing with how people respond to words. My HR managers spend 3-4 hours a day coaching people on how to give feedback. I want to quit my job and join your team!”
“I spend half my time reviewing, editing, and making suggestions on performance reviews from managers. I correct unconstructive language, make sure they are consistent in their messaging, and constantly have to ask for more examples.”
“Too many managers were promoted because they are good individual contributors. They lack preparation to be people managers and to assess performance.”