We wanted a new approach that would embed a 'coaching culture' into our workplace. Having moved away from the old fashioned appraisal - we needed a way of continuing with the positive aspects such as feedback, clear objectives and identifying support and development needs. We wanted to empower managers to have great conversations with their team members and not be encumbered by process and systems. We wanted to recognise that we are all individuals, with different pressures and different motivations. We wanted to encourage people to bring their whole self to work. I can honestly say that Open Blend has supported us in all of these objectives.

In fact the software kind of fades into the background. it's sufficiently simple and intuitive that it really is not about using the system which allows users to focus on the conversation.

Very little. Most minor issues have been resolved in subsequent realeases.

My aim was to move away from irregular one to one meetings and improve our appraisal process. So far, I have found the Openblend implementation team to be helpful and knowledgeable, nothing is too much trouble to help me get the platform right for IAM RoadSmart, I am very much looking forward to starting to use it in April and believe it will transform our culture.

I liked that it is more than simply a platform to store documents, it's interactive and informative and puts the employee at the centre of the conversation.

We are still in the implementation phase so nothing yet. It would be useful in the future to be able to store documents such as role profiles or CV's on the platform.

It is a structure way to get feedbacks from team but sometimes I have doubt whether the teammates would totally honest on their opinions

As a team leader and department head, the tool gives good insight on teammates priorities and what they want to talk about. It is a good tool to complement the discussions with teammates

Not really user friendly ... difficult to find where and to preform update / replace blend

Our previous performance management process was almost non-existent. OpenBlend has brought us a visible, consistent process for all colleagues to follow. However it's so much more than a process. What attracted us to OpenBlend was its cultural fit with our organisation. The concept of people-centred performance, and the concept of the 'whole person' at the heart of high performance was exactly in tune with the culture and approach we're trying to promote within our organisation. The fact that we now align our performance management process with this ethos makes it seem not like 'performance management' at all. It's having a really good quality conversation with your line manager to help you be your best.

The ease of use - it's incredibly intuitive to use, both as a user and an administrator. It has made it so much easier to implement as a new tool, and even initially skeptical users are swayed once they've used it a few times. There's real benefit for all in using the tool, but it's having particular impact for us in terms of upskilling our line managers to have high-quality, coaching-based performance conversations, even if they hadn't been used to doing this before. Also, nothing is hidden. The whole process is out in the open. Line managers aren't making secret assessments or judgements about progress - both line manager and individual see all the same information all of the time, which facilitates really open and honest conversations.

No easy or automated way to regularly update user details as standard. For an organisation with over 1000 employees, managing this process manually (joiners, leavers, line manager changes etc) is not feasible. However, the team have been great at working with us to try and get a solution in place.

Open Blend has been used by staff to address tricky subjects with their line manager. This has resulted in some changes to roles and on the whole much better connection which has been invaluable during the Pandemic whilst we have all had to work remotely. The number of 1-1's taking place in our organisation has increased significantly.

We were looking to move away from annual appraisals. Open Blend has not only provided an alternative to the traditional appraisal process but also developed new skills at the same time in a step by step guided process. It has improved relationships and enabled a mechanism for addressing tricky or personal matters, even between staff who already had a great start point. It has provided a framework for those line managers less comfortable or confident in holding 1-1 meetings and encouraged a more consistent approach. The coaching focus and GROW model has really started to help us move our culture from spoon fed to supported self help. Even the most experienced LIne Managers had got into the habit of providing solutions all the time!

Initially the lack of reporting functionality was frustrating, but Open Blend really seem to be listening to their users and the improvements that have been made over the last 12 months have been significant. This will make a real difference to how we can understand our staff better, support staff to achieve their personal and business objectives and track our progress.