Revolut People for Employees
Value for employees: clarity, fairness and growth
A clear success bar
Expectations are defined across deliverables, skills and values, giving an objective view of standing and growth instead of a spider chart or nine-box grid.
Fairness over favouritism
Grades are tied to objective, auto-updating data, so people trust their work is recognised fairly.
Direct connection to impact
Cascading goals, integrated with tools like Jira or Linear, show how daily tasks move company objectives.
Growth plans, praise and feedback
Skill gaps link to actionable growth plans; anytime feedback and praise badges recognise great work in the flow of work.
Customer proof
Huspy achieved over 90% completion across self-assessments and manager reviews.
Related: performance management framework · performance review bias guide · Revolut People vs Lattice
Other roles: CEOs · CHROs · COOs · Chiefs of Staff · Line Managers · Employees
On the call you walk Ash through your current review cycle. You leave with 3 specific fixes for it, whether or not you buy anything, plus an optional price for your headcount if you want one.
Capabilities and customer results as described in the Revolut People executive overview (2026). Rewritten in our own words.