Flume

Performance & skills · what people are working toward

Goals that
ladder up.

An individual objective that cannot be traced to a company one is a wish. Flume aligns objectives into a tree, scores key results by weight, and shows you which branches are at risk while there is still a quarter left to fix them.

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Objective alignment · Q3example data
Cut cost per unit by 8%Company
62% of key results
Reduce Line 3 downtime to under 4%Production
74% of key results
Close the maintenance skills gapMaintenance
28% of key resultsAt risk
Certify 6 technicians on the new pressIndividual
50% of key results

Weighted, not averaged

Move a key result and see whether the objective actually cares.

Every OKR tool shows a percentage. The question is what it does when one result is nearly done and another has not started. Drag any of these three and compare the weighted figure against the simple average sitting beside it.

Downtime on Line 3 · 9% → 4%weight 3
6.5% now50%
Technicians certified · 0 → 6weight 2
3 now50%
Scrap rate · 4.2% → 2%weight 1
3.6% now27%
weighted progress46.2%
simple average42.4%
key results at risk3
gap3.8 pts
Objective46.2% completePush the heaviest key result and the objective moves; push the lightest and it barely does. A simple average would report 42.4% and hide that.

Weights, targets and the at-risk band are set per key result in the product.

What ships

Eleven capabilities across goals, feedback and capability.

01

Objectives

Company, department and individual levels, each owned by a named person within a cycle.

02

Key results

Measurable results with a start, target and current value, and a weight in the parent objective.

03

Check-ins

Progress recorded as dated check-ins, so a result has a history rather than only a latest number.

04

Alignment tree

Child objectives link to the parent they serve, making the ladder from floor to strategy visible.

05

At-risk detection

Key results falling outside their expected band are surfaced as at-risk rather than left to a quarter-end surprise.

06

360° feedback

Requests across peer, manager, upward and skip-level relationships, with rating and free-text questions.

07

Appraisal cycles

Self-appraisal, peer feedback and manager category ratings inside one managed cycle.

08

Weighted KPIs

A KPI framework with weighted categories producing a quarterly score per employee.

09

Team analytics

Score distribution and trend across a manager’s reporting chain, not just individual cards.

10

Skills matrix

Skills held at a proficiency level, endorsed by colleagues or earned through a certification.

11

Role requirements

Job roles declare the skills they need, so the gap between a person and a role is computed rather than guessed.

How it actually works

The mechanism, not the marketing.

Weighted

Progress is weighted by key result, not averaged by objective.

An objective with one nearly-done result and one untouched result is not 50% done if the untouched one carries most of the weight. Progress is computed across key results with their weights and clamped to the range, so the number on the card cannot flatter the quarter.

downtime 9% to 4% target, now 6.5% → 50% done, weight 3certified 0 to 6 target, now 3 → 50% done, weight 2scrap 4.2% to 2% target, now 3.6% → 27% done, weight 1weighted = (0.50x3 + 0.50x2 + 0.27x1) / 6 = 46% — a plain average says 42%
One definition

The dashboard reads the same figures the performance module computes.

OKR progress, at-risk counts and 360 completion are read from the performance service rather than recomputed for the dashboard. Two places calculating "progress" with slightly different rules is how a leadership review ends up arguing about which screen is right.

Skills to roles

A skills matrix is only useful next to what the role requires.

Skills carry proficiency levels and endorsements, and job roles declare required skills at required levels. That turns "who knows what" into an answerable question — who can cover this shift, who is one certification away from the role, where a single retirement takes a capability with it.

Book a demo

Bring us your messiest month.

The fastest way to judge Flume is to run it against a period you already argued about. Send a month of punches and the payroll you produced from it, and we will show you the same month reconciled — including what the anomaly detectors flag.

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