How Opre evaluates performance.

Your questions about how AI can accurately evaluate performance answered.

“Opre has enabled our managers (from green to experienced) with a roadmap for more meaningful and impactful 1:1s, while also relieving the heavy lifting from HR.”

“Opre has enabled our managers (from green to experienced) with a roadmap for more meaningful and impactful 1:1's, while also relieving the heavy lifting from HR”

Martica Wakeman

Head of People Ops, Aircapture

Opre joins 1-on-1 and Team meetings.

…and automatically takes notes.

Opre is taking notes, recording action items, creating tasks for those action items, and it analyzes previous meetings for any topics that may have fallen through the cracks and automatically suggests those for the next meeting.

Step 1

Step 2

Opre merges meetings with DiSC.

…to identify communication patterns and habits.

When employees sign up for Opre, they take a DiSC assessment — a simple framework for understanding differences in communication style. After each meeting, Opre understands how employees communicated like (and unlike) their DiSC in the context of their communication.

Layer in performance.

…to show how communication is impacting performance and vice versa.

In addition to a meeting assistant and task manager, Opre is where performance is tracked. Even if employees aren't good at keeping it up-to-date, Opre can infer performance changes from meeting discussions.

Step 3

Step 4

Opre shares private insights and coaching.

…to improve performance before it's a problem.

Managers get insights about how to coach each direct report to higher performance based on each direct reports' feedback preference and the nuance of the direct reports' job and past performance. Direct reports get tailored feedback about how they can improve performance and communicate better with their manager.

It's not just about performance either.

…because high-performance isn't cut and dry.

Beyond the communication and performance insights, Opre understands other things that may be impacting an employee's performance — like, changes in an employees' engagement and career growth. Opre uses this information to provide deeper coaching for managers and organizational insights for HR to make data-informed training investments.

Step 5

Step 6

Private performance review arrives.

Managers and direct reports get the same report monthly.

Opre sends each manager (and their direct reports) an automated performance review monthly that remains private. They can review and edit them together. Opre will run quarterly, semi-annual, and annual reviews as well that also remain private until manual action is taken to submit one to HR.

“We’re deeply committed to the learning and development of our employees and Opre is the only platform that automatically coaches them on the things that make our company thrive -- great communication, effective collaboration, and shared focus.

We’re really excited about Opre’s release of AI performance reviews too. The employees that participated in the beta have said, ‘I feel seen’ after the experience.”

“Opre has enabled our managers (from green to experienced) with a roadmap for more meaningful and impactful 1:1's, while also relieving the heavy lifting from HR”

Lexi Jones

Chief Human Resources Officer, OfficeSpace Software

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