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At-a-glance

In today’s fast-moving world of HR, performance management can either accelerate growth or slow it down. Remote transformed its own two-month review process into a 48-hour performance cycle, creating a culture of continuous feedback, faster decisions, and stronger alignment across 1,800 employees.

  • Reviews completed 15 times faster, cutting a two-month process down to just 48 hours across 1,800 employees
  • 95% of employees completed reviews on the first day, driving near-total participation and engagement
  • Leaders made faster, fairer promotion and merit decisions with real-time performance insights and calibration

Why traditional performance management is broken

Performance reviews at Remote once stretched into six to eight weeks. As the company doubled to more than 1,800 employees worldwide, the process became unsustainable.

Managers were overwhelmed with administrative tasks. Employees received feedback long after it mattered. Calibration created friction instead of clarity. The process meant to drive performance was actually slowing the business down.

"Traditional reviews dragged on for months, and by the time feedback arrived it was already old news. Remote Perform gives us the speed and clarity we need to scale with ease.” — Barbara Matthews, Chief People Officer, Remote

A radical rethink: Building the 48-hour performance cycle

Rather than adjust the old process, Remote decided to rebuild it from scratch. The people team partnered with product and engineering to design a new model inside Remote with an ambitious goal: complete a global performance review in just 48 hours.

At the heart of the change was a cultural shift. Remote wanted to embed a culture of no surprises, where feedback was continuous, alignment was transparent, and performance data flowed directly into decisions.

To make that vision real, the company focused on three levers: regular feedback, regular self-reflection, and regular calibration. Managers were trained on how to give and receive feedback, employees logged wins and growth notes in Remote, and leaders held monthly check-ins to align on performance trends. Over time, this turned performance into a regular rhythm instead of a twice-yearly scramble. By the time the 48-hour cycle began, misalignment had already been reduced and leaders were primed for faster, fairer decisions.

On the first day, employees and managers submitted reflections and ratings. AI-generated draughts pulled from months of notes and feedback, saving hours of manual writing and turning reviews into conversations instead of chores. Employees were able to read, tweak, and submit their reviews in minutes.

The second day focused on calibration. With performance snapshots and live calibration curves  already in place, leaders had a clear view of trends and outliers. Ratings, promotions, and merit increases were finalised on the spot with no spreadsheets or email chains slowing things down.

 

“We’ve turned performance management into an ongoing muscle. Remote Perform helps us embed continuous feedback into the way we work.” — Barbara Matthews, Chief People Officer, Remote

Performance management at record speed and scale

What once drained two months of leadership time became a two-day sprint with stronger outcomes:

  • Reviews were completed 15 times faster, shrinking to just 48 hours

  • 95% of employees completed their reviews on the first day.

  • Leaders made fair, data-driven promotion and merit decisions in real time

  • Manager and employee alignment improved, with fewer surprises in the process

“95% completion in a single day is something I never thought possible in performance management. Remote Perform makes the process faster, fairer, and far less painful.” — Barbara Matthews, Chief People Officer, Remote

From process burden to performance culture

For Remote, the 48-hour cycle was more than a process change It gave managers and leaders a new level of visibility into performance, with data that is consistent, continuous, and actionable.

With Remote Perform, managers no longer wait months to find out how their teams are doing. They can check performance health at any time, prioritise conversations, and support team members proactively. Leaders can see where expectations are clear or misaligned, where underperforming areas need attention, and where top performers need more opportunities to grow.

For Remote, this transformed performance management into a culture of no surprises: continuous, transparent, and empowering. Managers spend less time on administration. Employees get feedback when it matters. Leaders make clearer decisions with real-time insight.

"Performance never stops, so why should feedback? My vision is a world where performance management is a continuous conversation. Remote Perform is helping us get closer to that every day.” — Barbara Matthews, Chief People Officer, Remote