Platform
Everything your managers
need to lead, in one app
Check-ins, feedback, performance, AI briefs, 1:1s and recognition. Built around a daily rhythm your managers actually keep.
Check-ins
One question every morning, by name. Your team says how they are in seconds, and every leader sees it the same day.
Feedback
Your team tells you how your leadership lands. Honest, named feedback that shows what to keep doing and what to change.
Performance
Track KBIs, the daily behaviors that drive results. See what moves performance before it shows up in the numbers.
Used every day by teams at:
How it works
Understand your team, and then act
Four modules show you what is going on. Two help you do something about it.
Understand
Check-in
Peaky pulse
Stop survey fatigue. By letting employees choose between three simple emojis, we activate autonomy rather than treating them as a data point on a 1-10 scale.
The result: A proven 91% adoption rate and early detection of burnout before it turns into sick leave.
Dashboard
Transparent Team Dashboard
Break down invisible walls. Non-anonymous sharing builds genuine psychological safety and peer-to-peer empathy.
The result: It removes administrative pressure from the manager by turning the team into a self-regulating, supportive unit.
Paradox of Choice (Barry Schwartz): Intentionally limiting the options to just three emojis prevents cognitive overload for each person.
Psychological Safety (Amy Edmondson): When vulnerabilities (like a 'sad' emoji) are shared openly without fear of negative consequences, it creates the foundation for a high-performing team.
The Vulnerability Loop (Daniel Coyle): Transparency signals to colleagues that it is safe to show weakness, creating a self-reinforcing loop of trust and genuine peer-to-peer empathy.
Performance Management
Self-Assessment
Shift your people from autopilot to active growth. A simple weekly reflection builds metacognition and a growth mindset.
The result: Transforms passive employees into accountable, self-driven problem solvers.
Double-Loop Learning (Chris Argyris): Instead of just fixing immediate errors (single-loop), weekly reflections force employees to evaluate the underlying assumptions and reasons behind their behavior.
Growth Mindset (Carol Dweck): Regular reflection trains the brain to view challenges as opportunities for learning rather than threats to their competence.
Effect
Manager-Employee Calibration
Eliminate blind spots. By aligning how the manager and the employee perceive effort and performance, you remove the fear of the unknown.
The result: Stops misunderstandings instantly and ensures both parties pull in the exact same direction.
The Dunning-Kruger Effect: Prevents low performers from overestimating their abilities and high performers from underestimating theirs by forcing an objective mirror into the conversation.
The Johari Window (Luft & Ingham): A classic framework for reducing blind spots. By overlaying the manager's and the employee's assessments, the "hidden area" of misunderstandings is eliminated.
Operational Knowledge
Instant Recognition & Feedback
Humans repeat what gets rewarded. By replacing annual reviews with instant feedback tied to your Key Behavioral Indicators (KBIs), you activate the brain's reward system.
The result: Reinforces core values in daily operations, boosting performance by up to 30%.
1:1s
Agendas built from real data, with notes and follow-ups in one place.
Recognition
Say well done, publicly or privately, the moment it happens.
Culture
Public Shoutouts
Fulfill the fundamental human need for social validation. Celebrating wins in an open forum lifts the collective mood and sets a positive standard.
The result: Builds a strong culture of recognition that actively counters burnout and "quiet quitting".
Social Exchange Theory: Public recognition creates a positive "social debt" and establishes a group norm where team members naturally start appreciating and supporting each other more.
Maslow's Hierarchy of Needs (Esteem & Belonging): Public praise directly targets the top psychological needs: the feeling of belonging to the group and gaining status and respect from peers.
My Growth
Visual Growth Journey
Fuel motivation with visible progress. Research shows that tracking personal momentum is the strongest driver of engagement.
The result: Significantly increases retention by letting your key talent clearly see their own development and future within the company.
The Progress Principle (Teresa Amabile): Research proves that the most powerful motivator in the workplace is the feeling of making progress in meaningful work.
Self-Efficacy (Albert Bandura): Seeing a historical track record of personal wins and overcome obstacles builds a strong belief in one's capacity to handle future challenges.
AI briefs
Actionable AI Briefs
Cut the cognitive load. Your managers shouldn't drown in unstructured data. Our AI analyzes the team's input and delivers sharp, actionable insights.
The result: Empowers managers to spot trends and act proactively on behavioral changes in less than 2 minutes a day.
Cognitive Load Theory (John Sweller): Human working memory is strictly limited. The AI removes "extraneous cognitive load" (data analysis), freeing up the manager's mental capacity for human connection., about their own team
Bounded Rationality (Herbert Simon): Managers often make poor decisions because they lack time and comprehensive overviews. The AI briefs act as a cognitive prosthetic, overcoming limited rationality by serving the most critical patterns instantly.
FAQ
Questions about the platform
What managers and HR usually ask before they start.
Do my managers need training to use Peaky?
Can leaders see who answered what?
What is the AI brief based on?
Are all modules included?
Give your managers an app they actually use.
Start with one team. See what they tell you in the first week.