HR Review & Culture — performance built on real data

Performance reviews and culture tracking grounded in OKR signal and meeting context — not in a quarterly form filled in the last 24 hours.

A review based on what happened

Most performance reviews are exercises in reconstruction. The reviewer reads the form, tries to remember the year, fills boxes. The reviewee writes a self-assessment under deadline pressure. Both know the artifact will outlive the memory of how it was made.

This module starts from a different premise: by the time HR Review runs, Anby already has nine months of OKR signal, meeting decisions, and cross-team context. The review draws on that — surfaced as evidence the reviewer and reviewee can both see and discuss.

The conversation shifts. It stops being what did you do? and starts being given what we both can see happened, what's the right call?

What ships in this phase

Performance Review grounded in OKR delivery + meeting signal
Culture Metrics beyond NPS — measuring how decisions get made, not just how employees feel
Team Health dashboards that don't require quarterly survey fatigue

This module addresses

Quick culture pulse (5 questions)

I know what's expected of me this quarter.

When decisions are made, the rationale is explained.

Feedback flows freely between people and managers.

I trust how performance is measured.

I'd recommend this org as a place to work.

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Frequently asked

How is this different from BambooHR or Lattice?

They run the review process. They don't ground it in real OKR or meeting signal. Anby uses the data Phase 1 and Phase 2 already produced — so the review is about what actually happened, not what's remembered three days before the deadline.

When is it live?

Q4 2026.

Doesn't this risk turning humans into metrics?

That's the wrong direction. The goal is to free reviewers from reconstructing context — so the conversation can be about growth and judgment, not about what shipped.