Stop running the cycle. Start building a performance culture
You set it up. You chase the managers. You still don't see who is thriving, who is stuck, or where the next conversation needs to land. Treams takes the chasing off your plate, gives you the overview, and gives managers the rhythm to lead the conversations that matter.
Take control with Treams
Here is what changes when performance management is built to make managers better. Not to tick a compliance box.
The old way
The day you stop pushing, the cycle stops with you.
- You set it up in January. Then spend the year keeping it alive...
- Reminders, escalations, follow-ups still route through you...
- You see who finished. You don't see who needs you...
- Low response on surveys...
- Adoption depends on how hard you push...
- Performance management lives on HR's plate...
The Treams way
The rhythm runs because the system runs it.
You stop being the engine and start being the strategist.
- Treams is fully embedded in your daily work
- Treams AI collects team context proactively.
- A live view of adoption, engagement, and where to look first.
- 65%+ pulse survey response rates, consistently.
- Adoption is built into implementation from day one.
- Managers own the conversations. You own the strategy.
The Treams way
The rhythm runs because the system runs it.You stop being the engine and start being the strategist.
- The platform walks managers through each conversation.
- Set it up once. Treams keeps it moving.
- A live view of adoption, engagement, and where to look first.
- 65%+ pulse survey response rates, consistently.
- Adoption is built into implementation from day one.
- Managers own the conversations. You own the strategy.
Built for HR to design the rhythm,
not chase the cycle.
HR rhythm builder
Most performance tools force every team into the same rhythm. Treams doesn't. The elements stay the same: annual evaluation, quarterly check-ins, 360° feedback. The cadence shifts per team or function, because the work does too.
- Cycles configured per role, team, or function. No one-size-fits-all template
- Automatic reminders from the system, not a calendar invite from you
- A single source of truth for what HR has scheduled and where every team is in it
Focused conversations
The hardest part of performance management isn't the tool. It's getting managers to have a real conversation. Then one next week. Then the week after. Treams gives them the structure and the rhythm, without the admin tax. That's how progress compounds. That's how teams flourish.
- Templates for 1:1s, check-ins, evaluations, and development conversations
- AI surfaces context. The manager writes the substance
- Conversations logged automatically, so the cycle compounds
The live HR overview
The view you've been building manually for years. Who is on track, which team is behind, where the rhythm is breaking, and where you should look first. Real time, not a Monday morning export.
- One screen per team, per manager, per cycle
- Filter by status, by manager, by anything you need to see
- Trend data over multiple cycles so you can show the direction, not just a snapshot
Engagement signals
Pulse surveys, eNPS, and team sentiment built into the same system as the conversations. So the moment a team starts drifting, you know. And you can act on it. While it still matters.
- Pulse surveys with response patterns that mean something
- eNPS by team, by manager, by tenure
- A signal you can act on, not a report that confirms what you already feared
A real partnership.
Not a software handover.
Customers tell us this is the part they didn't expect. You're not buying a license and figuring it out. You're getting a team that has done this with two hundred organisations and brings that pattern to yours.
1. Intake
We sit down with you and your MT. We map what you've tried, what works, and what should not survive the move. Honest conversation, no pitch.
2. Rhythm design
We co-design your cycle. The moments, the conversations, the rhythm, the responsibilities. Built for your organisation, not configured into a template.
3. Live
You go live with a pilot. Real managers, real conversations, real feedback. You see what works, you adjust, then you scale.
4. Ongoing partnership
Quarterly reviews. A customer success manager who knows your setup. Access to a community of HR Managers who run their cycle the same way you do.
Most performance tools are built for HR.
We built ours for managers.
Deep integrations with the tools your team already runs on.
Ready to see it
for yourself?
What HR Managers tell us
Two hundred organisations already made the switch. Their words, not ours.
A manager who used to get completely bogged down by all those meetings every six months came up to me, absolutely thrilled, with his laptop: ‘This is absolutely brilliant – I’ve got my overview back. That’s what I do it for.’
Treams didn’t help us to reinvent the whole process from scratch – the foundations were already in place. It helped us to embed it more effectively within our structure, monitor it more closely and make it more forward-looking. As a result, we are able to proactively manage our staff’s performance.
We really made progress during the two-day workshop. The more we discussed it together, the more we got to the heart of what has actually changed and what we need to do differently. I found the training course extremely valuable. It provided us with the right information and insights to gain a clear picture of where we stand and how we should proceed.
I learnt a great deal during the two-day workshop. Both in terms of content and practical thinking, with a good link to the theory. I’m quite a critical person myself, but it was better than I’d expected.
I’m heading home feeling really positive; it was a truly enlightening experience. I found the section on change particularly interesting: how do you deal with it and how do you put it into practice? We’re heading home with a great plan and are really looking forward to putting it into action.
Treams provides a great deal of guidance on combining performance management with our job classification and remuneration frameworks. This now involves a much more transparent approach, over which employees themselves have a say. Clear agreements can be made regarding the link between job role and remuneration: what factors determine a pay rise, and how can I develop to reach that point?
A manager who used to get completely bogged down by all those meetings every six months came up to me, absolutely thrilled, with his laptop: ‘This is absolutely brilliant – I’ve got my overview back. That’s what I do it for.’
Treams didn’t help us to reinvent the whole process from scratch – the foundations were already in place. It helped us to embed it more effectively within our structure, monitor it more closely and make it more forward-looking. As a result, we are able to proactively manage our staff’s performance.
We really made progress during the two-day workshop. The more we discussed it together, the more we got to the heart of what has actually changed and what we need to do differently. I found the training course extremely valuable. It provided us with the right information and insights to gain a clear picture of where we stand and how we should proceed.
I learnt a great deal during the two-day workshop. Both in terms of content and practical thinking, with a good link to the theory. I’m quite a critical person myself, but it was better than I’d expected.
Is Treams ISO 27001 certified?
Yes. Treams is ISO 27001 certified. This demonstrates that information security is structurally embedded and part of our day-to-day way of working. Our Information Security Management System is actively managed by our Security Officer. We continuously monitor risks, areas for improvement, incidents, and changes relevant to the security of customer and employee data. Upon request, we can share the ISO 27001 certificate and additional security documentation.
Where is our data stored and processed?
Treams uses carefully selected subprocessors for, among other things, hosting, storage, support, product features, and payment processing. The subprocessors page describes, for each subprocessor, the purpose for which it is used, what data is processed, where the data is stored, and the applicable retention period.
The primary hosting and processing of data in OnTreams takes place within Europe, including via Amazon Web Services and Microsoft Azure. The current list of subprocessors is available at: https://treams.com/hr-software/security-privacy/subverwerkers/
How is access to Treams secured?
Treams supports Single Sign-On and two-factor authentication to prevent unwanted access to the system. In addition, Treams works with various roles and authorization levels. This allows a customer to determine which users have access to which parts and data within the platform.
Can employees collect external feedback?
Yes. The 360° feedback module supports external feedback collection. This is useful for employees who work closely with clients, partners, or contractors. You can choose to enable or disable this on a company level of course.
How much work is it to get both organisations on board?
Less than you think. Through automatic integrations, we bring the systems of both organizations together into one new source of truth, without you having to figure it out manually. And we have a wealth of best practices from organizations where two cultures had to become one new culture. So you don't have to reinvent the wheel.