LESS PROCESS. MORE PERSPECTIVE.
Your talent is more
than a review.
See what people contribute today. Discover what they could achieve tomorrow. Connect every review to your team’s next step.
See how it connectsA STORY OF GROWTH · KEEP SCROLLING
Talent projection cycle
More than one perspective.
Your self-assessment and feedback from other members of your organization.
Context, not labels.
Separate current results from readiness for new challenges.
A clear next step.
Turn feedback into a commitment with an owner and a date.
Next check-in · July 15
Select Review, Potential or Growth to explore three views of the same employee. The data is illustrative.Concept preview · fictional data
INVALUE / THE BIG PICTURE
A snapshot shows where you are.
A story shows where you’re going.
The value is not in completing another form. It is in understanding people, having better conversations and returning to their growth over time.
ORGANIZE THE REVIEW
Set what to assess,
who takes part and when.
Choose the competencies, participants and dates for each stage. Every employee and reviewer knows what to complete and when it is due.
Talent projection cycle
How to read this viewIn this view, you define what to assess, who takes part and the cycle dates. This sets the starting point for observing performance, measuring results, agreeing on development actions and measuring their impact again.
Concept preview · fictional dataHEAR MORE THAN ONE VOICE
Your perspective.
And the people you work with.
Compare your self-assessment with feedback from other members of your organization to understand your results, strengths and development opportunities.
“I helped the team document decisions.
Sofía · self-assessment
“The next challenge: facilitate a client session.
Alex · organization member
How to read this viewCompare Sofía’s self-assessment with feedback from Alex, another organization member. Look for similarities and differences to identify strengths and reduce personal bias. This is an example, not a form.
Concept preview · fictional dataKEEP THE STORY GOING
Feedback should not
end in a PDF.
Turn strengths and opportunities into development actions. The next cycle is an opportunity to follow up, revisit commitments and measure growth, not start from scratch.
AGREE → ACT → MEASURE
Agreed growth plan
Facilitate client meetings with greater autonomy.
Competency: communication · same 1–4 scale
How to read this viewReview the action, owner, date and agreement with the plan. Compare the starting point with the target and new measurement to check progress. The entire example is illustrative.
Concept preview · fictional dataTHE MAP IS NOT THE PERSON
Nine boxes.
Better questions.
Performance looks at current results. Potential opens a conversation about future challenges. Together they provide context, not a verdict on a person.
Select a box to explore its meaning.
A3 · Consolidate and sustain
Recognize their results, identify what works well, and agree on how to sustain performance and share their expertise. Discuss next steps based on their interests and context.
How to read this viewSelect any of the nine boxes. Read its meaning and suggested questions; selecting a box does not assess a real person.
Rows: A = high potential · B = medium · C = low. Columns: 1 = low performance · 2 = medium · 3 = high. A3 = high/high; C1 = low/low.
Not enough evidence → not classified. Values and potential are different.
BEYOND THE NINE-BOX
Potential needs evidence.
Not guesswork.
Observable questions, concrete examples and a conversation about the next challenge. A person’s values do not replace their potential assessment.
Learning: how do they incorporate feedback?
Scope: what responsibilities could they take on?
Aspiration: what path do they want to explore?
No evidence means not assessed. It does not mean low potential.
How to read this viewReview learning, responsibilities and aspirations. Look for concrete examples before assessing potential; without evidence, leave it unassessed.
YOUR METHODOLOGY, YOUR LANGUAGE
1, 2, 3, 4.
Or C, B, A, S.
A scale people can answer with confidence and interpret consistently. Try changing the language of the same result without changing its meaning.
Example: C=1, B=2, A=3, S=4. Order follows your methodology, not the alphabet. Preserve each cycle’s scale and criteria.
Concept preview. Application scale configuration and versioning require end-to-end validation.INVALUE / WEB REPORT
A living report, before you export.
Compare perspectives on the web. Take the same story into PDF or an editable PowerPoint presentation.
How to read this viewSwitch between 1–4 and C/B/A/S, or enter four labels of your own. Compare self-assessment with feedback from other members: the labels change, not the results.
Illustrative assessment · four-level scale · not a real accountTHERE IS LIFE OUTSIDE THE REVIEW CYCLE
Time off should not
be more work.
A visible balance, clear dates and a request you can track. PTO and absences in the employee’s own workspace.
This demo shows the journey. Policies, holidays, balances and approvals need application validation before release.
September 2026
September 14–16, 2026 · 3 business days
Pending approvalReviewer: team managerHow to read this viewReview the balance, highlighted dates and approver. This calendar is illustrative: it does not submit requests.
Demonstration with fictional balanceFROM ANALYSIS TO CONVERSATION
A report you’ll
want to present.
Results, participation and development actions. With your organization’s logo and three brand colors. A useful presentation, not another unopened file.
- PDF for a clear, shareable overview.
- Editable PowerPoint to prepare the conversation.
- Each client’s identity, down to the details.
Sofía’s
next chapter.
Strengths, perspectives and development opportunities.
How to read this viewSelect a color circle to preview another report brand. PDF and PPTX show intended formats; this demo does not download files.
FOR PEOPLE WHO GUIDE MORE THAN ONE TEAM
Your methodology.
A space for every client.
BigPerformix’s partner model continues in Invalue: separate clients, an administrator for each organization and an experience with their own brand.
The essentials. No fine print.
Is Invalue Talent BigPerformix?
Invalue has acquired BigPerformix to strengthen its network of experts and clients with a talent development platform. The same technology you already know, now as Invalue Talent: a refreshed experience serving the Invalue community.
Can I run reviews several times a year?
Recurring cycles are at the heart of the experience we are building. The goal is to connect reviews and development commitments while preserving each period’s context.
What do these demos show?
Conceptual views with fictional data, based on existing BigPerformix modules. They are not a real account and do not certify that every journey has shipped.
Which reports are being kept?
The BigPerformix foundation includes PDF and PowerPoint exports, tenant branding and assessment results. We will preserve and validate them within the new journey before launch.
INVALUE TALENT
A review should
have an after.
A clearer view of talent. A better conversation. A next step.
Explore again↗Product preview · Preparing for launch