Performance
360 Feedback
360 feedback is a multi-source performance assessment where employees receive input from peers, direct reports, managers, and sometimes external stakeholders.
HR Glossary
HR Glossary
Clear definitions for the HR concepts that matter. From performance frameworks to goal-setting methodologies — everything you need to build a stronger people strategy.
People Ops
9-Box Grid
A 9-box grid is a talent management framework that places employees on a 3×3 matrix based on current performance and future potential — used to guide succession planning, development investments, and retention decisions.
Development
Career Ladder
A career ladder is a visual representation of the job levels and progression paths available within a company, showing the skills and criteria required to advance.
Development
Career Levels
Career levels are the discrete stages of progression within a job family, each defined by distinct expectations for scope, autonomy, impact, and skill — forming the backbone of a career ladder.
Development
Career Pathing
Career pathing is the process of defining possible career progression routes for employees — showing the skills, experiences, and criteria needed to move from their current role to future roles, vertically or laterally.
Development
Career Progression
Career progression is the ongoing process through which an employee advances in their career — gaining broader scope, deeper expertise, or greater leadership responsibility — vertically, horizontally, or diagonally.
Performance
Competency Framework
A competency framework is a structured model that defines the skills, behaviors, and knowledge employees need to perform effectively at each career level.
Performance
Competency Matrix
A competency matrix is a grid that maps employees or roles against a defined set of competencies, with each cell showing the required or demonstrated proficiency level — used to identify skill gaps, guide development plans, and calibrate performance reviews.
People Ops
Employee Engagement
Employee engagement is the degree to which employees are emotionally invested in and committed to their work, their team, and their organization — going beyond satisfaction to active contribution.
Analytics
Employee Net Promoter Score (eNPS)
Employee Net Promoter Score (eNPS) measures employee loyalty and advocacy using one question: "How likely are you to recommend this company as a place to work?" Scores range from -100 to +100.
People Ops
Employee Onboarding
Employee onboarding is the process of integrating a new hire into a company — covering orientation, paperwork, training, introductions, and the cultural ramp-up needed to become productive.
People Ops
Employee Recognition
Employee recognition is the formal or informal acknowledgment of an employee's contributions, behaviors, or achievements — a key driver of engagement, retention, and morale.
Development
High-Potential Employee (HiPo)
A high-potential employee (HiPo) is someone identified as having the capability and aspiration to advance significantly beyond their current role and perform effectively at a much higher level.
Development
Individual Development Plan
An Individual Development Plan (IDP) is a structured document that outlines an employee's career goals and the specific actions, training, and milestones needed to achieve them.
Goals
OKR (Objectives and Key Results)
OKR stands for Objectives and Key Results — a goal-setting framework used by teams to define ambitious goals (objectives) and track measurable outcomes (key results).
Analytics
People Analytics
People analytics is the use of data and statistical methods to understand, predict, and improve workforce outcomes — from hiring and retention to performance and engagement.
Performance
Performance Calibration
Performance calibration is a process where managers align on employee ratings together to eliminate bias and ensure fair, consistent evaluations across teams.
Performance
Performance Improvement Plan (PIP)
A Performance Improvement Plan (PIP) is a formal documented process addressing sustained below-standard performance. It defines specific improvement targets and a timeline — typically 30 to 90 days.
Performance
Performance Management
Performance management is the ongoing cycle of goal-setting, feedback, development, and evaluation that connects individual work to organizational strategy — from goal planning through review and reward.
Performance
Performance Review
A performance review is a formal evaluation where managers and employees assess job performance, set goals, and align on development priorities — typically quarterly or annually.
Analytics
Pulse Survey
A pulse survey is a short (5–15 question), frequent employee survey — sent weekly, biweekly, or monthly — designed to give organizations a real-time read on employee sentiment and engagement.
Development
Skills Matrix
A skills matrix is a table that maps employees against the skills required for their roles, showing each person's current proficiency level and identifying gaps — giving managers a real-time snapshot of what their team can do and where training is needed.
Performance
Skip-Level Meeting
A skip-level meeting is a one-on-one between an employee and their manager's manager, giving senior leaders direct insight into team experience and employees a channel above their direct manager.
Goals
SMART Goals
SMART goals are objectives defined using five criteria: Specific, Measurable, Achievable, Relevant, and Time-bound — ensuring goals are clear, trackable, and realistic.
People Ops
Stay Interview
A stay interview is a proactive conversation between a manager and a current employee to understand what keeps them at the organization and what might cause them to leave — before they resign.
People Ops
Succession Planning
Succession planning is the process of identifying and developing employees who have the potential to fill key leadership and critical roles — ensuring continuity when current role-holders leave.
People Ops
Talent Management
Talent management is the strategic, integrated set of HR practices — recruitment, onboarding, performance management, development, and retention — designed to attract, develop, and keep top employees.
Goals
V2MOM
V2MOM is a strategic alignment framework created at Salesforce. It stands for Vision, Values, Methods, Obstacles, and Measures — five components that cascade from leadership to individual contributors.
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