Want more feedback? Ask more people. Want better feedback? Ask the right questions.

By getting feedback from your peers, leaders, team members, and clients, you get more and better perspectives than a traditional performance review and thus more valid feedback (you wouldn't buy a toaster on Amazon with only 1 review, would you?)

We focus your feedback around what is important to your company, your role, and whether you should lead others or not. Keep it simple. It's not meant to replace coaching and development, it's meant to guide the conversation.

Why Ohos

Ohos is the ONLY crowdsourced continuous performance feedback platform that turns feedback into quantifiable data and distinguishes people who are good at their jobs versus people who should lead others. That's right, the only one. 

Let's face it. Traditional performance reviews suck. No one likes them, including HR. And for a variety of reasons (they don't work, they are time consuming, managers never get training to do them effectively, they typically feel like an ambush, they are manipulated by "calibration" meetings, etc.) 360s assessments are a little better but they are extremely expensive and a worse time suck than traditional performance reviews. A limitation of both instruments is they only measure performance at a fixed point in time, they are not continuous so you have no immediate feedback on changes you make.

For organizations, Ohos enables you to:

  • Make better promotion decisions (promote people seen as leaders, not just technical experts)

  • Search for competency experts for projects, counsel, or training resources (look across your entire organization or narrow it to a team, location, or division)

  • Conduct succession planning like never before (know EXACTLY what someone needs development in and when they are ready to move up)

  • Adequately recognize the people who are already seen as experts (stop guessing or rewarding the suck ups)

  • Compare your talent to the talent strength of others in your industry (see where you have better talent and where you may only be middle of the road)

  • Find the experts who should be a part of your development efforts (shared knowledge from the successful and widely regarded experts)

  • Target development to those who really need it (develop your bottom 25%, groom your top 25%)

  • Objectify your employment decisions like never before (NEVER have you had this complete of a data set to make employment decisions more transparent)

For leaders, Ohos gives you:

  • Better visibility to who your team experts are in given competencies (according to EVERYONE, not just you)

  • Easier conversations with your people since Ohos is always visible and you have supporting perspectives of multiple people over time

  • Foresight to who your REAL leaders are (stop promoting technical experts who may suck as leaders/managers)

  • A view of who is overly critical or overly praiseful of their colleagues (stop the haters and the overly nice)

  • Eyeshot to mentor pairing and other developmental resources (you can follow up instead of find)

  • Visual clarity to individual performance improvement or decline (see engagement like never before)

  • Real-time view of your team strength compared to other teams in your company

  • A searchable database of who your experts are (stop guessing)

For individuals, Ohos lets you:

  • See real-time feedback on how you are doing with the various groups that matter to your career (leadership, peers, employees, and clients/customers.)

  • Watch a clear dashboard on how you are tracking over time in a given area (am I getting better over time, worse, or staying about the same? Oh, and you can split it by rater group, too!)

  • Gain visibility to how you stack up in each area compared to your team and your company peers. (no more black box, subjective comparisons. Are you seen as a thought leader or are you just middle of the pack?)

  • Keep eyes on your leadership confidence score. (would people follow you into the depths of hell or would they watch you burn?)

  • Discover developmental resources based on areas where you lag your peers (suggested mentorships with thought leaders, external resources such as: articles, videos, or training courses)

Why Crowdsourcing?

For the same reason Wikipedia emerged as a superior model to the revered Encyclopedia Britannica, it's cheaper, faster, and better. More points of view, more people with the right experience (peers, team members, leaders, and direct clients), and faster knowledge capture gives you better data. Amazon reviews, Google reviews, TripAdvisor, Yelp, and Wikipedia are where you go to get better recommendations, more accurate perspectives, and information you can relate to. And as a manager, when I have the perspective of 30+ people, those difficult conversations don't seem so tough any more.

Why the name?

Ohos is a play on the Spanish word "ojos" which means "eyes". We changed it to an 'h' because, well, we didn't want to correct people's pronunciation all the time. It seemed every euphemism for better talent data had something to do with a better line of sight or picture. Plus, think of all the fun taglines you can come up with!

Why Us?

We got tired of leaving companies because of narcissistic leadership. Or put another way, as advocates for our teams, we were tired of playing firefighters to pyromaniacs. We want to build something that spreads openness, passion, and advocating for each other. We want to challenge each other and reduce fear. We wanted a workplace where everyone is seen as a business partner. We believe in the person doing the “doing” and we wanted to create something good because it is simply too rare. And mostly we want to be excited about what we do and make a difference in people's lives.