01
Leapsome performance reviews and 360-degree feedback
The performance review engine supports multiple review types — annual reviews, quarterly check-ins, project-based evaluations, and probation reviews — each with configurable question sets, evaluation criteria, and participant groups. 360-degree feedback collects input from self-assessments, managers, direct reports, and peers in a single review cycle.
Review templates are customizable by department, role, or level. Competency-based evaluation criteria can be embedded in review templates, ensuring that feedback is structured around specific skill expectations rather than generic performance dimensions. The calibration tool lets leadership teams review and adjust scores across managers to normalize evaluations.
Review cycle configuration and automation
Review cycles are fully configurable — launch dates, participant groups, question sets, evaluation scales, and deadlines are set by the HR admin. Automated reminders drive completion rates, and the admin dashboard shows real-time progress by department. Late submissions trigger escalation notifications.
Calibration and score normalization
The calibration view presents performance scores across teams in a matrix format, allowing leadership to identify and correct scoring inconsistencies. Managers who rate too high or too low relative to the distribution become visible, and adjustments are documented with rationale notes. This reduces the 'generous manager' problem that plagues most review processes.
02
Leapsome goals, OKRs, and strategic alignment
The OKR module supports objective creation at the company, department, team, and individual levels with visual cascading that shows alignment from individual contributors to organizational strategy. Key results support multiple measurement types and can be updated manually or connected to data sources for automated progress tracking.
The alignment tree view is the module's strongest feature — it visualizes how every individual OKR connects up through the organization, making it immediately clear where alignment breaks down. Check-in prompts remind employees to update progress on a configurable cadence, keeping OKRs active throughout the cycle rather than set-and-forget.
Cascading goals and alignment visualization
Company-level objectives cascade to departments, which cascade to teams and individuals. The alignment tree shows these connections visually, and clicking any node reveals its parent and child objectives. This makes it easy for employees to see how their work connects to strategic priorities and for leadership to identify misalignment.
Check-ins and progress tracking
Employees receive periodic check-in prompts to update key result progress. Updates include numeric progress, confidence level, and status notes. The check-in history creates a timeline of progress that feeds into performance review conversations. Managers can see check-in data for their team in a single dashboard.
03
Leapsome engagement surveys and eNPS tracking
The Engage module runs pulse surveys, eNPS tracking, and custom surveys with a validated question bank. Surveys deploy on a configurable cadence with anonymity controls that protect individual responses while providing team-level analytics. Results display in heatmap format, showing engagement strength and weakness across dimensions and organizational units.
The engagement analytics integrate with performance and OKR data, creating a connected view of employee experience. If a team's engagement scores are declining while OKR completion rates are high, the data suggests burnout rather than disengagement — a distinction that most standalone survey tools cannot surface.
Survey design and question bank
The question bank covers 10+ engagement dimensions with validated questions that ensure statistical reliability. Custom questions can be added on paid plans. Survey length is configurable — from 3-question pulse checks to comprehensive 30-question deep dives. Branching logic is available for custom surveys.
Engagement analytics and heatmaps
Results display as heatmaps showing engagement scores by dimension and organizational unit. Trend analysis shows movement over time, and benchmark comparisons provide context against Leapsome's anonymized customer dataset. Managers receive automated insights highlighting dimensions that need attention.
04
Leapsome 1:1 meetings and continuous feedback
The 1:1 module provides structured meeting frameworks with collaborative agendas, data-informed talking points, action item tracking, and meeting history. The data integration is the differentiator — engagement scores, OKR progress, recent feedback, and competency development notes all surface in the 1:1 context, giving managers relevant background without manual preparation.
Continuous feedback outside of formal review cycles is supported through a praise and feedback tool that allows employees and managers to share real-time recognition and development feedback. This ongoing feedback creates a richer data set for performance reviews than relying on recall at review time.
Data-informed 1:1 agendas
The system generates talking point suggestions based on the employee's recent engagement data, OKR status, and feedback history. Managers can accept, dismiss, or modify suggestions. Both manager and employee can add their own agenda items. The result is a 1:1 that addresses what matters most rather than defaulting to status updates.
Continuous feedback and praise
Employees and managers can share feedback at any time through the platform. Feedback can be public (praise) or private (developmental). Feedback history is visible during performance reviews, providing concrete examples rather than relying on end-of-cycle memory. The feedback tool integrates with Slack for in-workflow recognition.
05
Leapsome learning paths and development tools
The Learn module supports learning path creation with content hosting, course assignments, progress tracking, and completion certificates. Learning paths can be tied to competency gaps identified during performance reviews — when a review reveals a skill deficit, the system can recommend or auto-assign relevant learning content.
The module is not a full LMS. It does not support SCORM, advanced content authoring, gamification, or the delivery features that dedicated learning platforms provide. Its value is the integration with performance and competency data, which turns learning from a standalone activity into a development-driven workflow.
Competency-linked learning recommendations
When a performance review identifies competency gaps, the system suggests learning paths mapped to those competencies. HR admins configure the competency-to-learning mapping during setup. This creates a closed loop between evaluation and development that most competitor platforms require separate tools to achieve.
Content hosting and assignment
The module hosts video, PDF, article, and link content types. Courses are structured as ordered learning paths with completion requirements. Managers or HR can assign learning paths to individuals or groups. Completion tracking feeds into the employee's development record and is visible during performance reviews.
06
Leapsome integrations and HRIS connectivity
Leapsome integrates with major HRIS platforms including Personio, BambooHR, Workday, SAP SuccessFactors, and ADP for user provisioning and organizational structure sync. Communication integrations with Slack and Microsoft Teams embed feedback, recognition, and survey prompts into daily workflows. SSO support covers Okta, Azure AD, and Google Workspace.
The integration layer is critical for Leapsome's value proposition — the platform needs accurate organizational data to power review cycles, OKR cascading, and engagement analytics. HRIS integration is typically configured during implementation and runs automatically afterward.
HRIS data sync and provisioning
The HRIS integration syncs employee data, reporting relationships, department structures, and employment dates into Leapsome automatically. When employees join, leave, or change roles in the HRIS, Leapsome updates within the sync cycle. This eliminates manual user management and ensures review and survey populations are always current.
Slack and Teams integration for feedback and recognition
The Slack and Teams integrations allow employees to give feedback, send recognition, and receive survey prompts without leaving their communication tool. Notifications for 1:1 agendas, review deadlines, and OKR check-ins are delivered through the messaging platform rather than email, improving engagement rates.
