Annual reviews are over. This is what comes next.
OKRs, peer feedback, team health, and 1-on-1s — built for managers, priced for everyone. $10 per active member, 14-day trial.
The Data Is Clear
of CHROs say their performance management system inspires employees to improve
Gallup
Continuous Waves replace annual cycles with weekly signals leaders can see in real time
of workers don't trust their organization's performance management process
Deloitte
Anonymous sentiment and team health assessments build trust through psychological safety
of employees say performance reviews have no impact on their performance
Gartner
Feedback flows to managers as actionable insights they act on now, not file away for next year
Up and running in minutes
Create your workspace
Sign up in 5 minutes. Invite your team with a link or email. No consultants required.
Set up your first Wave
Define company priorities, add teams, and set objectives. Teams create their own aligned goals.
Watch alignment happen
Always-current dashboards show progress and where teams need support.
14-day free trial · No credit card required
Waves
Leadership sets the priorities. Teams align on their own terms. Anonymous weekly sentiment on every objective tells you what status updates can't.
Define Objectives
Leadership sets the strategic priorities for the cycle. Teams see what matters and decide how they'll contribute — alignment through clarity, not top-down assignment.
Invite Teams
Select which teams participate in the wave. Teams create their own aligned objectives with full autonomy on execution.
Track Value Delivered
Up-to-date dashboards show objective progress and team sentiment side by side. Anonymous weekly check-ins surface blockers that status updates miss.
14-day free trial · No credit card required
Three pillars. One platform.
Everyone knows what to focus on
Company priorities cascade to team goals. No more misaligned efforts or duplicated work.
See every team's progress in one view
20 teams, one dashboard. See which objectives are on track, where anonymous team sentiment is dropping, and which teams need support — every week, without waiting for status meetings.
Continuous guardrails, not annual audits
Structured 1:1s, continuous feedback, and engagement insights keep teams on track while managers become the coaches their teams need.
Methodology
Built on What Works
Strategic OKRs align everyone from leadership to individual contributors. Teams set their own objectives within company priorities — alignment through clarity, not top-down assignment.
Why it worksMeasure What Matters
The definitive guide to OKRs, based on the system Intel and Google used to scale.
Used by Google, Intel, Spotify, LinkedIn
OKRs have driven alignment at the world's most successful technology companies since 1999.
Goal-Setting Theory
35 years of research: specific, challenging goals with feedback improve performance by 25%.
Methodology
Feedback That Actually Changes Behavior
Continuous, structured feedback replaces the dreaded annual review. Managers get timely signals. Contributors get actionable input when it matters — not six months later in a form nobody reads.
Why it worksRadical Candor
The framework for feedback that is both caring and direct — the foundation of high-trust teams at Google and Apple.
Google's Project Oxygen
Google found that regular coaching and feedback — not technical skill — is the #1 trait of effective managers.
Feedback Frequency & Performance
Employees who receive weekly feedback are 5.2x more likely to be engaged and 3.2x more likely to be motivated to do outstanding work.
Methodology
Weekly Status Without the Status Meeting
Progress, Plans, Problems — a lightweight weekly pulse that replaces status meetings. Managers see blockers before they escalate. Teams stay aligned without the overhead.
Why it worksThe Progress Principle
Harvard research proving that making meaningful progress is the single most important factor in boosting motivation and creativity at work.
PPP method used by Skype, Facebook, eBay
PPP reporting helped Skype scale from startup to $8.5B acquisition by keeping distributed teams aligned with minimal overhead.
Manager Awareness & Early Intervention
Teams whose managers surface blockers early are 2x more likely to deliver on time. Regular lightweight check-ins outperform periodic deep-dives.
Why not just build this internally?
You could build OKR tracking
But you won't get anonymous sentiment voting that surfaces problems teams won't raise in meetings. That's the data that changes decisions.
You could build dashboards
But cross-team visibility requires consistent participation. Mistvine's weekly rhythm makes that the default, not a project to maintain.
You could assign someone to run it
But internal tools die when their champion leaves. Mistvine runs itself — structured cycles, automated prompts, zero admin overhead.
The Mistvine difference
Free Assessment
How autonomous are your teams?
Take the Aligned Autonomy Scorecard to discover how well your teams execute with speed and ownership — and where the gaps are.
Take the Scorecard12 questions · Takes about 2 minutes · No signup required
5-minute setup
No consultants. No complex implementation. No lengthy sales cycle. Create your workspace and start your first Wave today.
See insights immediately
Your first check-in reveals patterns. Your first Wave shows alignment gaps. Value from day one, not after a 6-month rollout.
Scales with you
Add teams as you grow. Mistvine adapts to how you work, not the other way around.
14-day free trial · No credit card required
Frequently asked questions
What is Mistvine?
Mistvine is continuous performance management software for teams of 20-500. It combines OKRs, 360 feedback, team health tracking, and 1-on-1 tools in a single platform priced at $10 per active member per month — no contracts, no enterprise tier, no salespeople.
What is continuous performance management?
Continuous performance management replaces traditional annual or semi-annual review cycles with ongoing feedback, alignment, and coaching. Instead of one big review meeting, managers and team members exchange short signals weekly: peer feedback, sentiment on OKRs, and team-health pulses — so performance conversations happen in context, not 11 months after the work was done.
How do I replace annual performance reviews?
Mistvine replaces annual review cycles with continuous 360 feedback gathered against a configurable principle framework. Peers, managers, and direct reports exchange short feedback signals as work happens — no scheduled review windows, no formal calibration sessions. Months of accumulated feedback become a rolling assessment record, so when review time comes you summarize what is already known instead of starting from scratch once a year.
Does Mistvine include OKR software?
Yes. OKRs are a core capability — every Wave begins with company-level objectives that cascade to team and individual key results. Progress sentiment and peer feedback are captured against each KR continuously, so OKR check-ins happen weekly, not quarterly.
Does Mistvine include 360 feedback?
Yes. Mistvine captures 360-degree feedback continuously: managers, peers, and direct reports can give feedback as work happens, gated by configurable principles. There are no scheduled feedback windows — feedback flows when it is relevant.
How does Mistvine compare to Lattice?
Mistvine is positioned as the customer-friendly alternative to Lattice. Both tools cover OKRs, feedback, and reviews. Mistvine is all-inclusive at $10 per active member per month with no contracts, while Lattice charges per module — Talent Management starts at $11 and adds $4-6 each for Engagement, Grow, and Compensation. See /compare/lattice for a full feature comparison.
How does Mistvine compare to 15Five?
Both Mistvine and 15Five focus on continuous performance management. Mistvine ties OKRs, feedback, and team health into time-boxed Waves with company-level alignment built in. 15Five emphasizes weekly check-ins and engagement scoring. See /compare/15five for a feature-by-feature comparison.
Still have questions? Contact us