Growth Studio

Built for what happens after the review

Know your pipeline

Make talent readiness and risks visible and backed by data.

Grow your people

Turn feedback into meaningful career growth with structured development plans.

Manage performance fairly

Consistent, documented improvement processes that give HR visibility and managers confidence.

EXPLORE

Talent visibility beyond review season

The Explore page gives HR leaders and managers an always-on space to understand where their people stand, identify who's ready for more, and address performance concerns before they become bigger problems.

From the 9-box Talent Matrix, you can click directly into individual employees and take actions like launching a development plan, starting an improvement process, or building out your pipeline.

INDIVIDUAL DEVELOPMENT PLANS

Development in the flow of work

Performance reviews often highlight development opportunities, but the follow-through can be inconsistent.

IDPs create a shared space for managers and employees to define growth goals and track progress over time. Plans are connected to review insights, check-ins, 1-on-1s, and Kona Meeting Assistant, so development goals are tracked and carried forward into future
review cycles.

PERFORMANCE IMPROVEMENT PLANS (PIPs)

High-stakes processes handled the right way

Performance Improvement Plans enable HR and managers to create improvement plans tied directly to performance reviews and maintain documented activity logs throughout the improvement period.

For teams with an established process, PIPs are fully customizable to match how you already work. For teams starting from scratch, PIPs provide a structured starting point so you're not building from a blank page.

The workflow includes employee acknowledgement, defined milestones, and structured documentation that can be exported as a full packet for compliance or record-keeping.

SUCCESSION NOMINATIONS

Know who's ready before you need them

Identify potential successors for key roles and track readiness over time. HR can nominate candidates, capture planning conversations, gain visibility into role coverage risk, and connect succession discussions to performance and competency data.

Succession planning is connected to existing performance, career path, and competency data to provide a clear view of organizational bench strength.