Employee growth platform Growth people can see.

Growth brings check-ins, 1:1s, feedback, pulse surveys, objectives, career paths, self-assessments and readiness reviews into one place. Every input leads somewhere, everything adds up in a Growth Record each employee owns, and managers get a lighter week instead of another dashboard.

On the team's rhythm (weekly, fortnightly or monthly), people share their mood, a win and anything in their way in about a minute. Mood is shared only with the direct manager and never compared with others. Managers mark check-ins as seen, reply in a short conversation and can take topics to the next 1:1.

The obstacle goes to the manager, who answers it and can commit to an action with a date. If nobody answers, MeritForge sends reminders and can escalate it to the next manager or the People team. Open obstacles are also suggested for the next 1:1, so nothing goes into a void.

Each pair has a steady rhythm and a shared agenda both people add to, with suggested topics such as open obstacles or recent check-ins. There are shared notes, private notes for each person and commitments that carry over until they are done. When a manager is away, a covering manager can run the 1:1s.

Pulses are confidential by design. Results appear only after a minimum number of people have answered, they are shown for the group and never per person, and anyone can choose Prefer not to say. Managers can record an action and share a “You said, we're doing” update, and the next round shows what changed.

Yes. Company, team and personal objectives have key results measured as numbers, thresholds or done and not done, with confidence kept separate from status. Progress can be backed by evidence and colleagues' confirmations, and managers validate objectives at checkpoints and at the end of each Season.

Career tracks describe each role as observable expectations. People choose a target role and show they meet each expectation with evidence and colleagues' vouches, and a reviewer decides. Every role and signature achievement earns an insignia. Ready-made career templates are available in English and Spanish.

Yes, with readiness reviews. The employee reviews themselves first against the target role, up to five colleagues add private input, and the manager rates each expectation with reasons. The review ends in Ready or Not yet, and the manager decides when to share it. At the end of each Season, self-assessments prepare the conversation.

The Growth Record collects each person's wins, feedback, recognition, contributions and evidence, each linked to its source, plus a recap every Season. It has no score or ranking. It is visible to the person, their manager chain and the People team, and the person can see who opened it.

It changes what they rest on. Instead of a once-a-year review written from memory, managers and employees arrive with a Season of check-ins, feedback, objectives and evidence, a self-assessment and, when someone is close to their next role, a readiness review.

Yes. Growth works on its own. If you also use Recognition, check-in wins can become Sparks, recognition can count as evidence, and Growth activities can earn Honor and XP.

Growth is designed around managers' time. Your week and the Manager Brief show what needs each person in one place, items clear themselves once handled, and MeritForge sends at most three interruptions a day. AI assistants can also prepare check-ins and updates for approval.