10,000+ teams use Trainual to power productivity and learning
Growth you can actually prove
Backed by real evidence, not memory.
Conversations tied to clear expectations and real outcomes
Keep feedback flowing continuously to initiate review cycles that:
- Draft themselves over the whole cycle, so the first version's ready in minutes.
- Combine self and manager assessments into one review everyone trusts.
- Surface where you and a report have different takes on progress — before the conversation, not during it.
- Roll every cycle into a permanent packet on each person's profile.
Everyone knows exactly what good looks like
Set the standard once, then use it to:
- Define what success looks like at every level, in plain and measurable terms.
- Guide day-to-day work, coaching conversations, and reviews with one shared standard.
- Give people expectations they can actually act on.
Give every person a clear, personal path to their next level
Turn vague direction into a real plan that:
- Focuses on a defined growth area instead of vague instructions.
- Links each growth area to the exact training that gets them there.
- Carries forward across cycles instead of resetting each review.
- Shows progress across everyday work, feedback, and goals.
Recognition and honest feedback that land in the moment
Swap scattered, forgotten notes for feedback that:
- Captures praise the moment great work happens.
- Delivers honest input in real time, not in hindsight.
- Invites people to ask, not just receive.
- Lives on the record, ready when reviews roll around.
How Camel Express Car Wash built a people-first culture
- The better people got, the longer they stayed — turnover fell from 175% to 62% within two years, and has held there or lower for six.
- The team keeps developing long after onboarding, logging in ~20 times per person every quarter to build on their skills and stay confident they’re meeting documented expectations.
- New hires know what good looks like from day one, so they own their work instead of walking away — they consistently "leave a better person than when they joined."
– John Sproul, Training Director, Camel Express Car Wash
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. Coming soon.
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.
