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Decentralized Feedback Real-Time Feedback 360s - PLUS Anonymous + Accountable Automated Mentors Recognition Wall Integrations
Consulting Organizational Health Report Contracted Services
everything else is hindsight
“Performance Reviews Suck”
— -every employee, manager, and HR leader...ever

Real Time 360 Feedback - People Analytics

Peer Recognition - Leader Identification

One-on-One Tracker - Goal Tracking

And Customer Experience Insight….

…all in one platform!

 

Our Mission:

Inclusivity + Visibility = Better Outcomes

Real-time input from everyone (employees and customers) combined with powerful people analytics gives companies better visibility to subject matter experts, competency gaps, and whom to promote - reducing training budgets, closing gaps faster, and promoting a more diverse leadership.

We're smarter performance development and leadership identification for smarter companies.

 
 
 
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Our Mission

Everyone deserves a great place to work, great people to work with, and great careers. Leveraging People Data more effectively advances companies and careers by improving the feedback people get, helping companies select better leaders, and manage unconscious bias.

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Our Impact

Ohos provides companies qualitative feedback for improvement, quantitative data for better decisions, automatic mentor and development suggestions, and powerful analytics to highlight interpersonal, gender, or other biases.

 

90%

Easier conversations

Managers, leaders, and employees report easier conversations to interpret feedback and discuss development resources.

 

60%

DRop in Voluntary Turnover

By seeing performance drop over time, managers are able to address possible engagement concerns or team issues more quickly.

 
 

45%

Higher DIversity in New Managers

With leadership recommendations and aggregated data, leaders promote more diverse managers leading to greater gender and racial equity across the board.

How it Works

Using a flexible and fast collection page (30 seconds,) anyone can give feedback at any time. As the data grows, so do the insights to steer behaviors and talent decisions. 

 

REaL-Time Visibility FrEe From Bias

Employees see unfiltered data from multiple sources that mitigates bias in real time for more immediate adjustments in behavior. If I can’t see it, I can’t change it. And if is consistent across multiple people, it’s hard to ignore.

 

Anonymity with Accountability

By reducing power dynamics with anonymity, Ohos uses robust rater analytics to keep people accountable. You can’t snipe, hide behind, or manipulate the data, no matter who you are. This is NOT “Black Mirror.”

TAILORED to your company and Your People

With configurable core feedback competencies and individual feedback areas, Ohos ensures you get/give feedback data on the areas that matter most within your company as well as within each role.

 

Bias DEtection and Awareness

Ohos highlights potential feedback patterns to helps individuals manage their own unconscious biases more effectively; providing greater gender and racial equity when it comes to talent decisions.

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“

October 2017

I've never had insight like this into my company, how my employees are performing, or how they are interacting with customers. Ohos gives me all of that in a fast and easy to use platform. There is nothing like it!

- CEO, InterwestDC

 

Join Us

Ohos is how feedback and people data was supposed to be for a networked workplace. It's no longer a top-down environment and managers have more responsibilities than ever. Getting feedback from leaders, peers, coworkers, and customers on a continuous basis is the best and fastest way to see how you and your employees are impacting your company. We are building better places to work by asking the people who work and do business there. Ohos is smarter performance management for smarter companies.

 

Sign Up For a DEMO

Spend some time with one of our experts and learn how Ohos can make you look like a rockstar!

DIG Deeper

Learn more about how this all works and hear from clients with direct Ohos experience .

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