Tiny Oak runs your performance cycle on LIGHT, a leadership ladder where rising means serving more, not climbing more. Goals stay alive year-round. Self and manager reviews sit side by side. Calibration is built in. Your strongest people stop leaving because they finally feel seen.
Five-star scales reduce a year of work to a digit. The verdict gets set before the conversation starts. Nobody trusts it. Everyone bears it.
Set in April. Forgotten by July. Reverse-engineered the night before the review. The data that should drive the conversation isn't there when it matters.
When feedback is opaque and promotions reward proximity, your strongest people are the first to read the room. They stop trying before they stop staying.
Most performance systems borrow Maslow's pyramid and stop there. LIGHT inverts the lens. Each rung asks: who are you serving at this level?
Growth is movement up the ladder of service. Higher rungs require humility, courage, and the discipline to put the team and the company ahead of yourself. The wider your service, the higher you rise.
Used by SuperHumanRace Group since 2024. Built into Tiny Oak as the spine of every self-assessment, manager review, and calibration.
Cascade from company OKRs or build bottom-up. Track progress all year, not the week before review. The narrative writes itself.
Self-assessment and manager review render side by side. Disagreements surface before the meeting. The conversation starts at the real questions.
Founders calibrate every review before it publishes. Outliers surface. Inflation gets corrected. Cross-team fairness becomes enforceable.
LIGHT is a leadership ladder with named rungs, attributes, and behavioural anchors. Not a generic 5-star scale dressed up as competencies.
Manager and self-review render on the same page. The conversation starts from a shared picture, not a power asymmetry.
Founders see the full picture before anything goes out. Outliers surface, inflation gets corrected, cross-team fairness is enforceable.
New joiners aren't penalised. Alumni aren't haunted. Tiny Oak knows who's in scope and treats them accordingly.
Progress logged year-round, not invented at review time. Probation milestones, quarterly markers, weekly check-ins, all in one place.
Cycle outcomes flow into performance-linked incentives, so the compensation talk starts with evidence, not negotiation.
Schedule a 30-minute walkthrough. We'll show you the product, walk through LIGHT, and figure out whether it fits your team. No pressure, no slide deck.