Evaluate the objectives
Link performance to expected objectives and observed results.
Performance, feedback and SME development
Modernize your performance reviews without burdening your managers.
M360 Compass structures feedback, skills, goals and action plans to transform performance into meaningful, human and measurable conversations.
- Feedback Observable facts, strengths and deviations in the same tracking thread.
- Skills Expectations and behaviors better linked to each role.
- Action plans Clearer development commitments that are monitored over time.
Continuous development
Visible observations and action plans between meetings.
The problem
Annual reviews often come too late to support development.
Performance reviews are often too annual, too subjective or too cumbersome. Managers lack simple tools to provide feedback, track expectations and support development.
- Annual reviews often come too late.
- Managers do not always document observable facts.
- Employees want more regular and useful feedback.
- HR managers need more structured and defensible processes.
- Performance discussions must lead to concrete actions.
Short video
Modernize your performance reviews in 60 seconds.
See how M360 Compass helps structure feedback, skills, action plans and development follow-ups into a clearer, more human and more useful experience for your managers.
Schedule a 30-minute demoM360 Compass in action
Simple logic to support development conversations.
The platform helps HR managers and managers move from one-off assessment to a more human cadence: observe the facts, respond clearly, act concretely and monitor progress.
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01
Observe
Identify observable facts, strengths and gaps.
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02
Feedback
Provide clear, useful and role-related feedback.
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03
Act
Transform the discussion into development commitments.
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04
Follow
Maintain continuity and measure progress over time.
From the HR process to the management tool
For HR managers who want to move from an annual form to a real management tool.
Performance should not just be an annual form. It should become a regular, structured and useful conversation between the manager and the employee.
- FeedbackName observable facts and expectations.
- SkillsLink observations to expected behavior.
- Action planDefine development commitments.
- ContinuityMonitor progress between meetings.
What the platform allows
A simple framework for linking goals, skills, feedback and action plans.
M360 Compass helps create a common language around performance, skills, expected behaviors and goals.
Evaluate skills
Structure discussions around the key skills of the role.
Document the conduct
Support discussions with observable and defensible facts.
Give feedback
Help managers provide clear and useful feedback.
Create action plans
Transform findings into concrete development commitments.
Follow the progress
Maintain continuity between meetings and follow-ups.
Equip managers
Make conversations easier to prepare and conduct.
Centralize follow-ups
Group together notes, decisions and actions linked to performance.
Organizational benefits
Better equipped managers and more useful discussions.
The platform helps HR managers, managers and management to reduce subjectivity, structure follow-ups and support development over time.
For HR managers
A more structured process, more defensible and easier to support with managers.
- More useful HR data between annual cycles.
- Less subjectivity in sensitive discussions.
- Better continuity between performance and development.
For managers
Meetings that are simpler to prepare, document and transform into concrete actions.
- Easier to provide feedback.
- Better organized observable facts and expectations.
- Clearer action plans after the meeting.
For employees
More regular, more understandable and more development-oriented support.
- Clearer expectations and expected behaviors.
- Better named strengths and avenues for progression.
- More targeted development and monitoring over time.
Customer testimonial
“By far, the most complete and human platform in terms of performance management and human capital development. »
Mélodie Gagnon Director of Human Resources, McKinnon
Concrete example
An annual review should not be the only time performance is discussed.
Previously, performance was reviewed once a year. Afterwards, the feedback, objectives, skills and action plans remain alive between meetings.
An administrative exercise.
A long annual review, often perceived as administrative, with little concrete follow-up after the meeting.
A conversation continues.
Regular feedback, linked to objectives, skills, expected behaviors and action plans.
Demo request
Turn your performance reviews into development conversations.
In 30 minutes, see how M360 Compass can help your managers provide more useful, more structured and better-tracked feedback.