Learned

● Before Learned, we already had conversations in place, but every manager approached them differently. Learned has helped us create much more structure and consistency, which makes the process clearer for both managers and employees. ● It also gives HR far more insight into how people experience their work, how they are performing, and where extra support may be needed. ● Because of the data and insights in the platform, we can now act more proactively instead of reactively, and management really supports the process across the organization.

For some managers, the action list on the homepage can become quite long and feel a bit overwhelming. A clearer way to prioritize or organize those tasks would make it easier to keep the overview. We would also like to see the AI functionality further optimized, and it would be helpful if goals from a job profile could be assigned directly to employees.

We started using Learned because we were missing a uniform way of having performance and development conversations. Each manager handled this differently, and HR had limited visibility into how employees were doing, how they experienced their work, and where support was needed. Learned has helped us create one clearer structure for conversations, improve consistency across teams, and give HR and management better insight through data. As a result, we can respond earlier, offer more targeted support, and make people-related decisions in a more proactive way.

- What I appreciate most about Learned is the consistency it brings to our conversation cycles. It creates a more uniform approach, making conversations less dependent on individual managers and supporting fairness across the organization. - Conversations and agreements are clearly captured, which reduces loss of information between discussions and follow-up. This makes it much easier for both managers and employees to revisit topics, track progress, and stay aligned on next steps. - Employees gain clearer insight into their development areas and actions, which makes the conversations immediately more meaningful and practical, not just something that is discussed once and then forgotten. - From an HR perspective, Learned helps significantly by centralizing information and structuring the process. This reduces ad-hoc follow-up questions and manual tracking, allowing HR to focus more on supporting development rather than managing administration. - In addition, the AI module is improving rapidly. We see clear potential here and are confident that this functionality will become a valuable part of our way of working. We are planning to use it organization-wide to further support meaningful, well-prepared conversations.

At times, it can be challenging to set up recurring conversation cycles with clear end dates, especially when conversations are meant to flow continuously. In addition, the initial setup requires some attention, as you need to align on roles, timing, and templates. Once this is clearly defined, the system works very well.

5. Before Learned, the way conversations were conducted differed significantly from one manager to another. Discussions were not always captured properly, follow-up was inconsistent, and performance conversations were often experienced as a time-consuming obligation rather than a meaningful dialogue. Employees also had limited visibility into their development and next steps, while HR spent a lot of time on operational follow-up. Learned brings structure and clarity to this process. Agreements are clearly recorded, follow-up is more transparent, and development becomes something that can actually be discussed, monitored, and revisited over time. With the support of the AI functionality, it is also easier for managers and employees to prepare and structure performance and focus conversations, making them more effective and forward-looking.

Before Learned, we did have conversations, but everyone conducted them in their own way. That made it hard to compare outcomes and it often came down to a bit of gut feeling. Learned helped us introduce a more consistent way of working, with clearer expectations and better documentation. What I personally like is that it forces you to capture what was discussed and what was agreed. That makes follow-up much easier, and it also makes conversations fairer because you can look back at what was actually said and decided. Employees also get more clarity about their development, because the steps and agreements are visible instead of living in someone’s head or notebook.

To get the most value out of it, you do need to be disciplined in using it. If managers don’t record outcomes properly, you fall back into the old situation where decisions feel subjective. It would help if the tool nudged users a bit more to complete the key parts after a conversation, so the quality stays consistent.

We wanted to move away from evaluations based on gut feeling and reduce differences between managers. At the same time, employees were missing a clear view of their development and HR found it harder to substantiate decisions. Learned helps us standardize conversations, document feedback and agreements, and create a clearer basis for choices. The main benefits are more consistency, better follow-up, and more transparency for employees about where they stand and how they can grow.

We started with Learned because we’re growing quickly and keeping people engaged is a real priority. Before this, we were working a lot in Word, which became messy fast and didn’t give us the tools to steer on progress or development. Learned gives us one structured way of working. It makes development discussions easier to run and to follow up, and it helps us make the junior–medior–senior path more transparent. Especially for junior colleagues, that clarity is valuable because they need concrete frameworks and expectations. Another big plus is that it supports our new management layer. New managers can lean on a clear structure to run good conversations, instead of reinventing the wheel.

Because the tool is quite complete, you have to make clear choices in setup. If you try to use everything at once, it can feel like a lot, especially when you’re implementing during a period of growth. A bit more guidance on “recommended setups” per company stage (e.g., fast-growing teams) would make the start even smoother.

Our challenge was that our performance and development process didn’t scale with our growth. Working in Word was unstructured and didn’t help us create clear development steps, and junior employees sometimes lacked concrete direction. We also wanted to support a new management layer in having consistent, good-quality conversations. Learned helps by structuring the cycle, making agreements easier to track, and showing development paths more clearly. The benefit so far is more consistency, clearer expectations, and better support for both employees and managers as the organization grows.

What we like most is that Learned helps us bring evaluations and job profiles into one clear process, instead of everyone doing it their own way. It gives managers a framework so conversations are more consistent, and HR gets better insight into what’s happening across teams. Once it’s up and running, it’s a solid foundation: agreements are easier to track and it’s clearer where someone stands and what the next step is. For us, the structure is the biggest win.

Learned offers a lot of possibilities, which is great, but it also makes it feel complex, especially for our context where we work with many temporary workers. It can feel a bit “too extensive” at first, and implementation requires real time and ownership. In our case we didn’t have enough time internally to implement properly, and that’s where the support really made a difference.

Our main issue was that we did have conversations, but every manager handled them differently and HR had limited overview. We wanted one uniform way of working, plus better insight into how people are doing and what support they need. Learned helps by structuring evaluations and job profiles, and by making follow-up more concrete. The biggest benefit so far is that the process is more consistent and the discussions are easier to steer and monitor as HR.

In my role, I’ve noticed that Learned really helps to make expectations and evaluation criteria more transparent. It’s much clearer for both managers and employees what is expected and where someone stands in their development. The structured conversation format supports managers in having focused and meaningful discussions. For employees, this leads to clearer goals, more regular feedback, and more concrete guidance for development. It makes the conversation less informal and more growth-oriented. I also appreciate that feedback and agreements are documented centrally. This creates more consistency in follow-up and reduces dependence on individual note-taking or personal working styles. From an HR perspective, the main added value lies in the consistency of conversations and documentation. It helps safeguard agreements, supports reliable documentation, and provides useful input for further development initiatives and HR policy.

Sometimes we need just a little more reporting/filtering to quickly create an overview for internal evaluations. With a little more flexibility in exports and dashboards, it would be even better.

Previously, I noticed that expectations were not always sufficiently transparent and conversations lacked structure. Agreements and development points were not recorded consistently, which limited insight into individual growth and made the overall approach across the organization inconsistent. From my HR perspective, information was often fragmented and not always easy to retrieve. With Learned, we now work in a more structured and uniform way. Documentation is centrally available, giving us better visibility and supporting more consistent conversations, stronger follow-up, and a clearer link between individual development and organizational themes.

● Learned helps to clarify expectations towards employees by providing a fixed structure for performance reviews and evaluations. ● Managers gain more guidance for substantive discussions: the conversation becomes more concrete and less dependent on personal approach. ● Discussions can be recorded more consistently, making agreements easier to find and follow up on. ● It gives HR and managers better insight into where teams stand and where development needs extra attention.

Some aspects relating to careers and advancement could be expanded further. We would like to see a more advanced career module, with more extensive career paths and greater variety per target group/position.

At our company, expectations were not always transparent, and not everyone recorded information in the same way. As a result, managers sometimes saw little effect, employees had insufficient insight into development opportunities, and engagement was lower in some groups (e.g., certain positions or regions). Learned helps to structure the conversation, clarify expectations, and organize recording/follow-up more consistently, allowing for more focused discussions about development.

● Learned helps us organize performance management more consistently, reducing differences between managers' evaluations and making conversations more comparable. ● It supports the structural recording of agreements and feedback, making follow-up less ‘loose’ and development more concrete and discussable. ● Employees gain greater clarity about areas for development and next steps, which contributes to engagement and retention.

It would be helpful for our organization if you could determine whether or not peer feedback is requested within a single template for each selection of employees. Currently, we often use two templates, whereas we would prefer to be able to flexibly enable/disable this in a single template.

At Apollo, there was a lack of continuous feedback, evaluations differed per manager, and follow-up/development was limited. This made it time-consuming for managers, caused HR to get bogged down in operational work (with too little insight), and gave employees little insight into development opportunities. It became more difficult to retain people across the organization. Learned helps us to introduce structure and consistency, record feedback and agreements more effectively, and gain more insight, making conversations more effective and development easier to monitor.

● Learned ensures that we work with a single clear ‘yardstick’, making evaluations between teams more comparable. ● Managers are given clear guidelines and structure for discussions, making performance reviews more substantive rather than just ‘filling out a form’. ● Recording and overviewing makes follow-up easier: agreements and development points are less likely to be lost and are easier to monitor. ● HR has more insight into what is being discussed and needs to “join in” less ad hoc to monitor the process.

The impact depends mainly on how well managers maintain the rhythm. A short “manager onboarding” in the tool (with reminders and a clear checklist) would help everyone work consistently more quickly.

At our company, evaluations differed per manager, managers lacked guidance, and the follow-up on agreements/development was limited. As a result, some managers saw little effect (or the effect differed per team) and HR had too little insight, which meant we had to make adjustments or join in on conversations more often. Learned helps to standardize conversations, offer better guidance, and gain more control over follow-up and insight.

● Learned provides us with more structure and guidance in performance reviews, making conversations more consistent. ● We now have one central location for meeting notes and actions, so no one has to search through separate emails or documents anymore. ● Employees gain more clarity about expectations and next steps, which makes development more concrete.

The basics work well, but we had to search for the best setup for our teams. More examples for different types of organizations (e.g., production/operations) would make getting started even easier.

We wanted to make performance reviews more consistent, better record what is discussed, and follow up on development in a more concrete way. Learned helps to structure that process and make it transparent, making it easier for managers and HR to implement it properly and making it clearer for employees what the next step is.

● It brings calm and consistency to evaluations: less dependence on who the manager is, more of a unified approach. ● Agreements and feedback are better documented, so follow-up is no longer a case of “oh yes, we had that too.” ● Employees gain more clarity about what is expected of them and where they can develop. ● For People Ops, it provides a clear overview of each team, allowing us to spot trends more quickly and reducing the need to put out fires after the fact.

We would like to see a little more integration/automation (e.g., links or smarter rights management), so that management becomes even easier as your organization grows.

We wanted to make performance reviews more consistent, record agreements more effectively, and follow up on development in a more concrete manner. Learned helps to structure this, so that managers experience it as less time-consuming and obligatory, employees gain more insight into growth, and HR has more insight into what is actually happening.