Employees need clarity. Managers need a workspace for better habits. L2s need signal across the chain. CHROs need the operating record. CEOs need to know whether the organization is healthy enough to execute.
Each role can use current Cadence workflows around 1:1s, goals, recognition, surveys, ER context, core calibration, and management signal.
Advanced calibration movement, KVD depth, retention inputs, and more woven Personality prompts stay roadmap-labeled until verified in customer access.
Start with one team, run real management work through the workspace, and use the role views below to see whether each stakeholder gets clearer signal.
Management quality varies wildly across organizations. Some ICs get a manager who coaches them, advocates for them, and develops them deliberately. Most get someone who is too busy, too inconsistent, or too conflict-averse to be honest.
Cadence doesn't fix your manager — it creates a system where good management happens by default, not by luck. Your 1:1s, goals, recognition history, role expectations, and private AI coaching live in one operating record.
"I spent 18 months at my last company not knowing if I was on track for a promotion or heading toward a PIP. Nobody told me. There was no system. Cadence changes that — everything is visible."
Every 1:1 you've ever had with your manager — documented, searchable, private.
See your goals and status in the product. Goal context inside the 1:1 remains preview until tenant proof is attached.
Private coaching helps each participant prepare for better management conversations.
Import, versioned role definitions, level context, and role assignments are live; growth paths inside the employee experience remain roadmap.
Give and receive recognition tied to values. Your recognition history follows your tenure.
Pulse and engagement surveys designed for anonymous honesty.
Good management is hard. It requires you to be consistent, observant, coaching-oriented, and data-informed — all while doing your actual job. Most managers fail not because they don't care, but because they have no system.
Cadence is the system. Run your 1:1s here. Track your goals here. Use AI coaching in the management workflow. Core 9-box calibration is live; recognition-ratio enforcement remains preview until verified as GA.
"I've been a manager for six years. I thought I was good at it. The first month with Cadence showed me three relationships I was managing on autopilot that needed real attention."
Structured agendas, shared with your direct report. Both parties contribute topics.
Private coaching helps managers improve without turning feedback into evaluation theater.
Blind L1/L2 inputs and divergence review are live in Professional and Enterprise.
Recognition posting is live; 5:1 ratio analysis is preview, not an enforced GA control.
See direct-report goal status and progress. Goal surfacing inside 1:1s remains preview.
Aggregate survey analytics are live; team-level attribution remains preview until verified.
Senior leaders are accountable for outcomes produced by people they don't directly manage. They need signal without micromanagement — the ability to see what's happening across their chain without having to ask or infer.
"I used to find out about management problems through resignations and complaints. Now I find out 90 days earlier, when the data starts showing the pattern."
Cadence helps leaders see manager behavior patterns: who closes the loop, who spots issues but needs follow-through, where team risk is forming, and where management routines have gone quiet. Sensitive signals route to trained human review before coaching or leadership action.
Manager and org-health scorecards are live; full chain views and recognition ratios remain preview until tenant proof is attached.
Cadence helps leaders review manager activity across 1:1s, goals, recognition, and ER context without implying predictive attrition.
Independent 9-box ratings and convergence views are live.
Key Value Driver and retention-risk views remain roadmap capabilities, not current self-serve access.
Pulse responses and aggregate analytics are live; manager breakdowns remain preview.
See the goal status for all teams in your chain. Identify blockers sitting unresolved.
The CHRO's traditional view is backwards-looking: turnover reports, ER case counts, survey summaries published weeks after they're conducted. It tells you what happened, not what's happening.
Cadence gives the CHRO a management operating view across live 1:1, ER, recognition, survey, goal, org-health, and 9-box calibration signals. Predictive retention remains roadmap.
"The ROI conversation starts with replacing fragmented management workflows. Roadmap previews show where Cadence is going next."
Manager scorecard and org-health heatmap are live. Board-ready reporting remains preview.
All active cases, PIPs, and formal investigations in one view.
9-box cycle progress is live; KVD nominations and predictive intervention workflows remain roadmap previews.
Predictive retention warnings are planned, not currently available in production.
The CEO does not need another daily workflow. The CEO needs a fast answer to a harder question: is the organization healthy enough to execute?
Cadence gives executives high-level Culture Scorecard metrics, manager-effectiveness hotspots, live 9-box calibration context, and focused drill-down when something catches attention. Predictive retention and full KVD workflows remain roadmap until verified as current customer access.
"The CEO view should answer one question quickly: is the organization healthy enough to execute?"
High-level org-health signal without forcing the CEO into every people workflow.
See where management quality needs attention before lagging outcomes become the only signal.
Top-talent designation and movement are roadmap views, clearly separated from current live workflows.
Track whether bottom-left or at-risk situations have accountable follow-through.
Understand directionality across culture, goals, recognition, ER, and survey signals.
Move from board-level signal to the specific area that needs a leadership conversation.
A trial workspace gives managers and employees the same shared operating record, so leaders can evaluate Cadence from real management work instead of another slide deck.