Performance Management
Most performance tools sit apart from the goals people are actually judged on. Spark.work keeps reviews, feedback and development in the same platform as your OKRs, KPIs and initiatives, so a performance conversation can reference the real work.
Request a Demo
Configure the review cycles your organization runs instead of adopting a fixed template, and keep the full evaluation history on the employee record.
Because strategy and people management share one platform, a review can point at the OKRs and KPIs the person owns rather than a separate copy of them.
Define what good looks like at each level, then use the same definitions in reviews and in career conversations.
An annual review is a poor sole record of a year. Keep the ongoing conversation in the same place as the formal one.
Give managers the picture of their own team, and HR the organization-wide view, from the same underlying data.
Spark.work AI assists the people doing the work - drafting, summarizing and surfacing context. A person still decides and approves.
Performance Management
Each capability below is part of the same platform as your strategy, OKRs and HR data.
FAQ
A standalone tool holds the review but not the goals. In Spark.work the OKRs, KPIs and initiatives a person owns live in the same platform as their reviews, so an evaluation can reference the actual objectives instead of a re-typed summary of them.
Yes. The evaluation system is configurable - you define the cycles, the criteria and the participants rather than adopting a fixed template.
Performance builds on the employee record, organizational structure and reporting lines that the HRMS provides. Pricing is modular, so you pay for the base layer plus the modules you use - see the pricing page for current rates.
It assists rather than decides: drafting and summarizing text, and surfacing context such as feedback and survey themes. Spark.work AI is human-in-the-loop, so a person reviews and approves the output.
