Performance reviews and talent, connected to goals and pay.
AU Performance runs the review cycle (self-assessment, feedback and 180° and 360° reviews) along with potential, calibration, succession and development plans, following your organization's logic.
This is what it looks like: the agent proposes where each person sits on the talent map. The final call is your team's.
9-box talent review: Sales
2026 review cycle · Acme Corp · Proposed by AU Performance
Performance and potential were rated on independent scales. She's a candidate for a development move. Suggested next step: kick off a development plan and review her history before finalizing.
| Employee | Performance | Potential | Box |
|---|---|---|---|
| M. Vidal · Regional Sales Manager | 4.6 / 5 | High | Key talent |
| R. Ibáñez | 4.1 / 5 | Medium | High performer |
| N. Prieto | 3.2 / 5 | High | High potential |
Reviews carry everything and connect very little.
Time-consuming cycles
Forms, reminders and manual consolidation take the focus away from the conversation.
Calibration without a shared view
Each team rates with its own yardstick, and the comparison comes too late.
Development plans with no follow-up
They get agreed in the review and disappear until the next cycle.
Disconnected results
Reviews aren't read alongside the team's goals, pay and experience.
How AU Performance works.
Reviews, feedback, 180/360.
Organizes the cycle with self-assessment, feedback and 180° and 360° reviews, with the period's goals in view.
Calibration and development plans.
Prepares cross-team calibration, places each person on the talent map (9-box or 4-box, depending on your methodology) and proposes development and succession plans.
Plan follow-up.
Every plan has an owner and a deadline, and progress is tracked throughout the period, not just at the close.
Did performance improve?
Compares performance in the next cycle to see which plans worked.
AI recommends. People decide.
What the agent does
- Drafts reviews with the evidence from the period.
- Consolidates results and prepares calibration.
- Proposes where each person sits on the talent map.
- Suggests development and succession plans.
What your team decides
- Review and give feedback.
- Calibrate and decide final placement.
- Approve development and succession plans.
Connected to the rest of AddUp.
Goal attainment reaches the review with its source.
Explore module AU RewardsPerformance is read alongside pay in the salary review.
Explore module AU Employee ExperienceTeam experience gives context to the talent conversation.
Explore moduleWorks with what you already use.
Integrates with the HRIS and payroll systems your organization already uses, via API, SFTP or unified connectors.
What people usually ask about AU Performance.
Does AU Performance include 180° and 360° reviews?
Yes. AU Performance includes self-assessment, feedback and 180° and 360° reviews, along with potential, calibration, succession and development plans.
Is the talent map a 9-box or a 4-box?
Whichever your organization uses. AU Performance builds the talent map as a 9-box or a 4-box, on the axes your methodology defines: performance and potential, or competencies and skills crossed with goal attainment. The name of each box follows your model too.
Does the AI make decisions about people?
No. In pay and performance, the AI recommends and a person decides. Every decision is logged with the reasoning behind it.
Who is accountable if the system gets it wrong?
Always a person. No agent makes decisions that affect people on its own: its recommendations go through approval and are logged, with the factors behind them in plain view.
Can I start with any module?
Yes. You can start with AU Rewards, AU Goals, AU Employee Experience or AU Performance. When you add another module, AddUp connects the data you already have, with no re-entry.
Tell us how you do it today. We'll show you what it looks like in AddUp.
30 minutes, no strings attached. You'll talk to the people building the product, not a sales rep.
Book a demo