RebelDot Earns Best Places to Work Certification with Peoplelogic

RebelDot is a B2B product design and development company in Romania. Headcount nearly doubled in two years, and the company has been adjusting its processes to keep up. RebelDot was also certified as one of the best places to work in Romania, with a score of 90%.

The team works on a hybrid model and is opening a new office in Cluj-Napoca. Even with most people working remotely, the offices are usually full.

What RebelDot needed

• One place for objectives, development plans, and performance reviews
• Simpler review management
• Transparent performance processes
• A culture where people give and get feedback often
• Training for managers and employees on how the processes work

The challenge

RebelDot ran performance management through Word templates and Outlook emails, and it wasn't working. People couldn't see review documents ahead of time, so it was hard to prepare for or take in the feedback.

RebelDot also doesn't use seniority levels, which makes it harder to assess skills fairly. Instead, they rely on peer feedback for annual appraisals and promotions. That only works if the feedback is clear and reliable, and theirs needed to improve.

The solution

RebelDot puts a lot of effort into its culture and keeping people happy, and wanted its feedback process to match.

With Peoplelogic, people prepare and review feedback before meetings, so everyone comes in with the same information. Tough feedback is easier to give and receive because it's backed by evidence.

The implementation

RebelDot compared several performance management tools and ran detailed demos before choosing Peoplelogic. They picked it for the interface, which felt familiar next to tools they already used, and for the Slack integration. They also liked that they could request improvements and influence the product roadmap.

RebelDot now runs performance reviews with 360-degree feedback, uses OKRs to align company and department goals, and uses personal development plans for individual goals. Managers hold monthly 1:1s and regular review meetings.

Results

• Better feedback, and more employees taking part in the process
• Feedback happens more often
• Fewer hours spent managing reviews for the People and Culture team
• IDPs, OKRs, 1:1s, and other guides built from Peoplelogic templates

"We usually have yearly performance reviews; however, there are colleagues who solicit ad hoc reviews throughout the year to ensure that they are aligned with the team and the expectations. Before Peoplelogic, this did not happen, as it was an administrative struggle."
Iulia Pop, Chief People Officer

RebelDot nearly doubled in size, and its people now ask for feedback throughout the year, not only at review time. If you want reviews and feedback that keep up with your growth, talk to an HR expert.