In many companies, people's performance is dealt with once a year. Manager and employee fill in a form because they have to, and then nothing happens for a year. Meanwhile, goals go out of date and management learns about dissatisfaction from a resignation letter. That is why we started building Pulsavo.
What doesn't work in practice
- Goals in a drawer. They are set at the start of the year and nobody returns to them. At review time, half of them no longer make sense.
- Mood is noticed too late. Management finds out that a team is overloaded or unhappy only when someone leaves.
- New hires leave during probation. Nobody follows how they settle in, and the company pays for recruitment again.
- Reviews as a formality. They are filled in from memory and nothing follows from them.
Performance as an ongoing process
Pulsavo is built on the idea that performance and development are handled continuously, in small steps:
- Goals and KPIs are linked to company goals and visible all year.
- Regular one-to-ones have a structure and notes you can pick up next time.
- Short anonymous pulse surveys show a change before it becomes a problem.
- Onboarding is followed from day one to the end of probation.
- Feedback, recognition and 360° reviews are part of everyday work, not a yearly event.
- Talent and succession overview shows who can grow and where the company risks losing a key person.
The annual review is then not a form filled in from memory. It is a summary of what happened during the year, because the information is already in the system.
Every role sees what it needs
HR sees the whole company, a manager their team, an employee their goals and feedback. Large companies have a department that looks after these processes. In mid-sized companies it often rests on one HR person or on the owner. That is why we want Pulsavo to go live in days, not months.
An assistant in the chat
Pulsavo includes an assistant that handles most tasks in a chat: scheduling a conversation, adding a goal, requesting feedback, answering a survey or asking how the team is doing. Decisions stay with people. The assistant takes over the clicking and typing.
Why it matters to management and finance
HR usually knows why it wants such a system. Management and finance ask what it will bring the company. The answer lies in costs that are hidden today: departures that could have been caught earlier, repeated recruitment after a failed probation, managers' time spent on forms. Pulsavo makes these things visible and measurable.
How it was built
We built the application in small steps and tested every version with HR managers and HR directors. The data stays in the European Union. More at pulsavo.io.
