Development conversations that actually drive development
Most employee reviews end up in a Word document that nobody opens again. In AmpliFlow, the review connects to the competence matrix. Identified gaps become training plans. Agreements become actions with deadlines.
Used by organizations that take employee development seriously
With AmpliFlow
The review becomes the start of clearer development
Managers and employees get the conversation, responsibilities, history, and follow-up in one place. It becomes easier to turn a good discussion into concrete development.
Employee, manager, and follow-up tasks in one view. Example from the Swedish-language demo UI.Previous reviews stay available as history before the next conversation. Example from the Swedish-language demo UI.
Agreements stay visible
Tasks and responsibilities stay in the system after the review. The next follow-up starts from what you already agreed.
Development needs are easier to act on
The review sits close to competence management, training plans, and actions. It is easier to keep development moving.
HR gets a shared overview
Completed reviews, documentation, and open actions are collected in one place. It is easier to see the current state without chasing input.
Templates stay current
New fields in a template are added to existing reviews automatically. Everyone keeps working from the same structure.
How it works
From conversation to competence development in four steps
1
Create template
Build a review template with your own questions. Text, multiple choice, checklists, files - you decide the format.
2
Conduct review
The manager sees the employee's profile, competencies, and previous reviews. All in one view during the meeting.
3
Identify gaps
Competence gaps identified in the review connect to the competence matrix. Does the employee need further training?
4
Actions and follow-up
Agreements become actions with responsible person and deadline. The next review shows what actually happened.
Features
Forms you design yourself
Build review templates with the fields you need. The system keeps track of who talks to whom and syncs template changes automatically.
Customizable field types - text, multiple choice, dates, files, links
New fields sync automatically to all existing reviews
Manager-employee linking - the right person sees the right reviews
Three roles: owner, editor, user - control access
Employee profile and competencies visible during the review
Processes, goals, projects, risks, documents, people, and external requirements live in the same platform. Start where the need is highest, then expand without adding new silos.
Text, multiple choice, checklists, date, time, file upload, image upload, barcodes, and links to users, customers, suppliers, and lists.
What happens if I change a template already in use?
New fields are added automatically to all existing reviews using that template. Existing data is not affected.
How do I control who sees what?
Three roles: owner (full control), editor (can change reviews), and user (read-only). Managers see their own employees' reviews.
How does it connect to the competence matrix?
The employee's competencies and profile are shown during the review. Gaps that are identified can be linked to training plans and actions in the same system.
How does it work with GDPR?
All data is stored securely within the EU. Employees have access to their own data, and you can handle deletion when employment ends.
