Businesses perform better when their employees are motivated, focused and engaged

That's why a people-centric approach to performance management isn’t just good for people. It’s good for business. Find out more in the OpenBlend guide.


Enable performance with a people-centric approach to one-to-one conversations

Download OpenBlend's people-centric performance management guide to:

  1. Discover what it really means to be ‘people-centric’: for businesses, for managers and for employees

  2. Learn why it’s more important than ever that you understand every employee as an individual, their unique drivers and motivators 

  3. Understand the benefits a people-centric approach brings to productivity, retention, engagement and commercial objectives

Why is a people-centric approach necessary?

reduce talent churn

75% of resigning employees cite bad management as a reason for leaving. A people-centric approach supports businesses to build better relationships between managers and their employees. 



facilitate better one-to-ones

The most effective employee-manager 1:1s are those that are employee-led and put the individual's needs at the heart of the performance process. A people-centric approach works with this in mind. 

Improve engagement & experience

People want to work for companies that put their needs high on the priority list, value their contributions and show them they care. People-centric performance management is built around these values.


Karen Blackett - Country Manager, WPP

“OpenBlend has got us talking more, managing better and understanding each other.”

Karen Blackett, Country Manager


Gianni Georgiades - Chief Executive Officer, Lacoste PCL

"Since using OpenBlend we’ve seen a significant increase in not just the Wellbeing scores recorded by our colleagues but also the levels of confidence and competence of our leaders in having meaningful and impactful conversations. We’ve noted an upsurge in the levels of trust between Leader and Talent and this has led to increased creativity and a sense of freedom to manage their own outputs in our people."

Gianni Georgiades, Chief Executive Officer

Lacoste PLC

Lucy King - Head of Talent & Performance, A+E Networks

"The more we work on our company goals the more I see OpenBlend as being a big part of our success. It gives us a brilliant foundation to do great stuff. "

Lucy King, Head of Talent & Performance

A+E Networks

Hugh Sturges - CEO, Jeroboams Ltd

“Having used a variety of performance appraisal and personal development forms over the years, it is only since I discovered OpenBlend that I have been properly engaged in two way conversations with my team. More importantly I have seen others do the same. The use of ‘self-scoring’ and including personal motivators in the mix is brilliant.”

Hugh Sturges, CEO

Jeroboams Ltd

Justine Recordon - Head of HR, Macrosynergy Partners LLP

“I have been impressed by OpenBlend, they have a great team who support us by providing training and useful analytics; and a fantastic tool, which I believe is unique, as it has the individual at its core.”

Justine Recordon, Head of HR

Macrosynergy Partners LLP

Grant Vowls - Managing Director, Chameleon International

“The support we have received from the team has been invaluable and we have really welcomed the regular touchpoints, which enable us as a business to understand and interpret the feedback that our employees have given. All in all this has been a great venture and we very much look forward to continually working with OpenBlend.”

Grant Vowls, Managing Director

Chameleon International