Everyone knows the bar — and how to clear it
Vague direction is why people stall (and leave). Give everyone clear expectations for their role and a growth area tied to the exact training to get there — so the path forward feels visible, achievable, and earned.
Growth that actually goes somewhere.
Growth areas tied to the training that closes the gap
Every growth area links straight to the training that closes the gap — so "here's your next level" comes with an actual way to reach it.
Growth areas everyone can see progress on
Active growth areas with visible progress — so everyone can see how far they've come and what's next.
Teams love us for Upskilling & Goal Setting!
The expectations you set, driving the review
- Evaluate against the same bar you set from day one.
- Cut the "where did this come from?" out of review season.
- See the real gaps — and exactly how to close them.
Frequently asked questions
- What it is: The performance tool growing teams of 25–1,000 turn reviews, feedback, and growth into continuous improvement — performance reviews, growth areas, and continuous feedback in one place, all built on what people are actually expected to do.
- Who it's for: Managers, people leaders, and owners tired of reviews that feel arbitrary, feedback that has nowhere to live, and advancement that feels political.
- What changes: Reviews build themselves from a year of real work — not the last two weeks of memory. Feedback finally has a home year-round. Growth becomes a plan everyone can see, not a once-a-year scramble.
- Bonus: Your first piece of feedback starts now: You read the whole thing — way to go! 🎉 You'd get more out of a demo — book one.
Self and manager performance reviews that produce a permanent review packet, review cycles you launch and run on your own schedule, continuous feedback (public praise and private constructive), and growth areas that carry forward review to review.
A built-in AI assistant works across all of it — pulling review prep together from a year of real work, flagging overdue reviews and missing feedback, and answering questions about how people are tracking without digging through the system.
Every review is grounded in a year of real work, feedback, and goals instead of a generic rubric, and it connects to the training and operations your team already lives in — so performance isn't a separate system you visit once a year.
Plus, it's built for how mid-sized teams actually run — not the enterprise overhead of a Lattice or 15Five, and not an HRIS, which stores your people instead of developing them. Many teams move off a heavier platform because this does what they actually use, without the parts they don't.
Yes — that's what it's built for. Real review cycles, feedback that lives somewhere all year, and growth areas with real goals behind them. An HRIS treats reviews as a once-a-year afterthought, while enterprise systems like Lattice and 15Five pile on more than a growing team will ever use.
Trainual lands in the middle: real performance management built for how your team actually works, tied to the training they already do in the same system — so reviews run on real evidence instead of memory.
Nope. The Performance suite works on its own as a complete system for reviews, feedback, and growth. It's stronger paired with the others — reviews pull in real goal progress, KPIs, and training completion, and growth areas link straight to the courses and SOPs that close the gap — but it isn't a requirement.
Yes, and here’s how: It grounds every review in real evidence. Instead of scrambling to remember what happened, self and manager assessments build on a full year of work, feedback, and goals.
Each cycle becomes a permanent review packet you keep and expectations tied to each role mean people are measured against a clear bar.
Yes. A built-in AI assistant pulls review prep together from a year of real work, feedback, and goals. Plus, it stays ahead flagging overdue reviews, missing feedback, and stalled growth areas before they slip through the cracks, and answers questions about how someone's tracking — without you digging through the system.
Only dedicated Performance Admins in the system have full visibility and authority over all performance data, like reviews, feedback, and growth areas. Other managerial permissions in the system can create and launch review cycles without getting broad visibility into everyone's results.
Yes — Trainual supports single sign-on through Okta, Microsoft Entra, and Google, so your team logs in with credentials they already use.
Training builds clarity. Operations drives execution. Performance ensures improvement.
Training suite documents how work should get done — roles and SOPs, onboarding paths, and a searchable knowledge base your team can pull answers from.
Operations suite runs the week — meetings and agendas, decisions and action tracking, goals and planning, KPI scorecards, and team updates.
Performance suite grows your people — reviews, expectations, and growth feedback.
Each works on its own. Together, they connect what your team should be doing, what they're actually doing, and how they're getting better at it.
Smarter than your smartest employee. Faster than your shared drive.
The know-it-all tool every employee uses to understand what to do, how to do it, and who’s doing what. Purpose-built to make your team instantly more productive, consistent, and aligned from day one to day 1,000.
