A framework, not a dashboard.
Primer replaces performance reviews, OKR platforms, and tracking spreadsheets with one system where employees help define how they are measured.
For the organization
Every leader, on the same page.
One weighted view of every function, with thresholds agreed up front. The leadership meeting is about what to do next.
One composite per function.
Three to seven weighted metrics per function roll up to one composite tier. CEO and team see the same number.
Thresholds agreed in advance.
Each tier’s definition is negotiated before the cycle begins, so mid-cycle stays focused on the work.
Cross-functional dependencies surface.
When one function’s outcome depends on another’s, the link is visible.
For the individual
You shape how you're measured.
You helped define the metrics on your scorecard, and you and your manager agreed what each tier means.
You participate in defining the metric.
Some metrics come from above, others you propose. Either way you are at the table when tier definitions are written.
Self-tier and reviewer-tier are both recorded.
You self-assess, your manager assesses, both are recorded. The conversation is about the delta.
Challenges have a formal path.
When a threshold stops fitting reality, file an inquiry. Filed, Under Review, Resolved, in the open.
The loop
Where individual contribution becomes the company's number.
Your tier on every metric rolls into your manager’s composite, and theirs into the executive view. The leadership meeting starts with the data already there. Then the cycle restarts.