Your weekly check-ins are not happening. Ours are.
ReechOut calls every employee on your team each week. A structured 7-minute voice conversation, no app, no form, no login. The manager gets a Monday morning digest with the signals that need attention.
85%+ call completion rate · 7 minutes per check-in · Monday digest delivered to Slack
Every other tool waits for your team to use it.
The performance management tools on the market all work the same way: they wait for an employee to log in and fill out a form. Average completion rates run at 50 to 60 percent. The data you get back is what people chose to report, which is not the same as what is actually happening. ReechOut does not wait. It calls them. The conversation happens whether or not the employee remembered to log in.
How data is collected
Employee logs in and fills a form
System calls the employee
Completion rate
50-60% on a good week
85%+ call completion
What you learn
What the employee chose to report
What is actually happening
Timing
After the fact, when reviewed
This week, every week
Five minutes on Monday. That is all it takes.
Every Monday at 7am in the manager's timezone, ReechOut sends a digest to Slack. One block per employee. Energy state for the week. Ownership trend. Active blockers with the owner. One suggested action if needed. The manager acts on the full team's picture in under five minutes without reading a single transcript.
Jordan M. Energized Ownership up. Strong week.
Sam R. Neutral Ownership declining (3rd week). Worth a check-in.
Alex T. Blocked Waiting on legal review, 9 days. Needs your intervention.
Dana K. Drained Role drift detected. Spending time outside role description.
What the system listens for
Ownership index
Does the employee place themselves as the agent of outcomes? "I decided to push back" scores high. "It ended up moving" scores low. 0-100 per call, tracked weekly. Declining for 4+ weeks triggers a soft flag.
Specificity score
"Shipped the auth refactor, cut load time from 1.8s to 0.9s" scores high. "Worked on some backend stuff" scores low. Below 40 for 3+ consecutive weeks triggers a soft flag.
Energy signature
Energized, neutral, drained, or anxious, inferred from speech pace, pause patterns, and forward vs. backward language. Not a form option. Extracted from conversation. Three consecutive drained calls surface as a soft flag.
Blocker classification
Internal (employee has not gotten to it) vs external (waiting on someone else). Severity: annoying, blocking, or critical. Multiple employees blocked by the same party surfaces as a single systemic issue in the team view.
When someone leaves, you know exactly what to hire for next.
Every check-in adds to a record of what each role actually required, not the job description you wrote, but what the person actually did, decided, and navigated week by week. When an employee leaves, ReechOut generates a replacement hiring brief from their complete history of check-ins. The next hire starts with 18 months of observed reality, not a blank job description.
When a hire comes in through ReechOut's hiring intelligence product, the behavioral baseline from their interview carries directly into performance management. The system already knows how this person communicates and thinks before their first check-in call. The thread from candidate to employee is unbroken.
See how hiring intelligence worksEnroll your team. First month free.
ReechOut runs the first four weeks of check-ins. You read the digest. If it changes how you manage, stay. If not, nothing lost.
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