How does Amélio connect team engagement to the individual evaluation?

The collective engagement signals already measured appear next to the evaluation, right when the manager evaluates, so they take the real context into account.

Does the AI decide the rating?

No. The AI informs and suggests based on the data; the manager stays in control and decides.

How long does an evaluation take?

A rigorous evaluation is wrapped up in about forty minutes, thanks to a first draft and suggestions that remove the blank page.

Can you run 360 evaluations and self-evaluations?

Yes, and it's solid. Amélio suggests the right reviewers itself, asks questions grounded in real situations, and guides everyone to give concrete, fair feedback, even on contributions that go unseen. The employee, meanwhile, completes their self-evaluation at their own pace and chooses the questions that resonate with them. In fact, 360 feedback and self-evaluation have their own page, designed to grow your people rather than judge them.

Who chooses the reviewers for a 360 feedback?

You don't have to decide everything by hand. Amélio suggests three to seven reviewers per person based on your criteria, and the manager adjusts before launch. You get a multi-voice picture without managing the logistics.

Is 360 feedback just one more rating?

No. Before responding, each reviewer is guided: draw on concrete examples, look beyond the official role, highlight invisible contributions. You get sincere, useful comments, not checked boxes. And the questionnaires are available in several languages.

What is the self-evaluation for?

So the meeting starts from a real dialogue. The employee takes stock of their motivation, their energy and the areas they enjoy, and their view is placed side by side with the manager's. Gaps in perception become topics of conversation, not verdicts.

Do you already need to use the engagement side?

No. The performance management module can be purchased separately and already delivers value on its own. The bridge with engagement measurement makes it even richer, but it isn't a prerequisite.

Performance management

Grow your people's skills, with a real development plan

When managers are stretched thin, evaluations get rushed. Employees are assessed on just a few weeks, and not the same way from one team to the next. Amélio changes that: the year-end evaluation is built all year long, so you see each person's performance clearly and truly grow their skills.

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Evaluation · mid-year cycle

Manager evaluation

Camille TremblayAdvisor · Service team

Quality of work4 out of 5

Collaboration4 out of 5

Meeting objectives3 out of 5

The real issue

The problem isn't the rating. It's that we stop there.

Camille Last year, a star. This year, her results are declining sharply.

Team context

OverloadRising

Unclear rolesPresent

RecognitionGone

Skills to develop

No plan. Never addressed.

Every year, we go through the motions: we evaluate, assign a rating, and then hope real change will follow… The employee gets their review, files the form away, and nothing really changes in their work. We judged, we didn't help anyone grow.

That's the real waste: so much energy spent rating people,
so little spent developing their skills.

The manager is short on time, the team's context never makes it into the evaluation, and the same person isn't judged the same way from one team to the next. In the end, the employee doesn't grow as fast as they should.

71%of managers show signs of burnout

2%of senior HR leaders believe their process helps their organization progress

What you get

A fair, complete view that grows skills

Annual or continuous, Amélio adapts

The year-end evaluation is built all year long

Whether you evaluate once a year or continuously, Amélio adapts. The real difference is that the year-end evaluation no longer starts from scratch. It builds over the months, through small check-ins where you talk about the skills to work on and help the person move forward.

By the end of the year, all that work has already painted a complete and fair picture. The employee gets no surprise: they recognize themselves, they feel they belong and that they've genuinely grown. And the manager has lightened their mental load and finally buys into the process.

Journey Performance trend

Performance journey

Discuss career aspirationsMarch 1, 2025

Celebrate a winApril 15, 2025

Identify challengesMay 30, 2025

Complete the skills evaluationJune 30, 2025

Managers get back the time to follow performance properly

Amélio prepares the discussion documents for the manager, so the performance meeting becomes effortless. They walk in with everything in hand to talk it through with their employee and align on the few points that truly matter to them.

We even generate a meeting plan based on the employee's evaluation.

360s and self-evaluations, for a complete picture

A single viewpoint has a blind spot. The manager, colleagues, the person themselves: each lights up one facet, and the picture becomes complete instead of one-sided.

For every question, Amélio has already gathered and summarized it all: what the team is experiencing, the ratings, the 360 feedback, the self-evaluations. The manager no longer has to dig around everywhere; they have the full picture in front of them and their evaluation comes together far faster.

360-degree development survey in Amélio with AI-generated analysis

Team context, to see clearly

Sometimes what causes someone to disengage doesn't come from them, but from their team. Not always, and that's exactly what you need to be able to untangle. Amélio places the team's signals right next to the person's picture, to tell a real performance issue from an atmosphere problem, and act in the right place.

The same rigor for everyone

Changing teams shouldn't change your rating. Amélio gives every manager the same framework and situational questions, so that the same work is seen the same way, no matter who holds the pen. Fairness is no longer wishful thinking; it's built into the method.

Shared evaluation framework

The same view for everyone

Manager A

Exceptional impact

Manager B

Partially meets expectations

The same contribution, judged the same way, no matter who holds the pen.

Development builds all year long, with no bad surprises

When the rating decides pay, the real development conversation shuts down. With Amélio, skill development is discussed all year long, never tied to payroll. And because everyone tracks their progress over the months, the pay moment is no longer a surprise: the employee already knows where they stand and what's coming.

Cycle overview

All year long · at pay time

All year longSkill development, on an ongoing basis

At pay timeNo surprises

1/6

How it works, in practice

Concrete situations, instead of vague debates

Every evaluation starts from a skills profile. For each skill to look at, Amélio doesn't ask the manager to write a rating. It shows them a few concrete situations, described in plain words, and asks a single question: which one is most like your employee? The manager recognizes a behavior they've already seen, picks it, and it's done.

By describing real behaviors rather than the skill itself, we build the evaluation from what actually happens. And because everyone starts from the same situations, two managers looking at the same person reach the same conclusion: we're talking about observed facts, described simply, not impressions or long debates.

Professional development survey and AI-generated 360-degree analysis in Amélio

Why do it this way

The method

Concrete situations, not labels

We start from real behaviors everyone recognizes. That's why the evaluation becomes fair, fast and useful.

Fair to all

The same person read the same way, no matter who evaluates them.

Fast

A few seconds instead of a paragraph. The blank page disappears.

Factual

An observed behavior, not an abstract label.

Frequent

At several points in the year, each check-in feeds the profile.

Clearer for the employee

Real situations, not a verdict handed down from above, so less sense of unfairness.

Why Amélio

Plenty of tools measure engagement on one side and performance on the other. Amélio bridges the two

This is the heart of what sets us apart. No one else cross-references team engagement data with the manager's evaluation in real time. Where others hand out forms, Amélio supports the conversation. The result: you see each person's performance clearly and develop their skills, with the context that explains them.