Meet the new WeMatter
Our rebuilt platform puts a fresh focus on your people’s progress, with four new Signals dashboards and redesigned workspaces.
We’ve rebuilt WeMatter around a familiar challenge: keeping individual development moving while understanding what’s happening across the organisation. Alongside the fresh design, there’s a much broader Signals experience and a series of improvements to the places where you prepare for reviews, get to know your people and follow up on their goals.
The biggest additions give organisation admins more scope to investigate what’s going well and where support is needed. For managers and their teams, the refreshed profiles and workspaces bring useful detail closer to the conversation. Here’s what to look out for.
Find your next conversation in Signals
For organisation admins, Signals now covers more of the work that goes into a development programme. Four new dashboards join a refreshed Scoring Analysis report, helping you follow participation and progress while getting to know the priorities behind people’s answers.
The catalogue starts with the question you want answered. Its live dashboards recalculate when opened, with date controls where a reporting period is useful, so you can return to a current view as work progresses.
Who is waiting for the next scorecard step?
Coordinating a review cycle means knowing where it has stalled as well as how many people have finished. The new Scorecard completion dashboard shows which reviews are waiting for a self-reflection, manager review or feedback workshop, flags overdue stages and includes people who haven’t had a scorecard launched in your chosen period.
Department, region and reviewer breakdowns help you narrow down the follow-up. A team waiting for workshops needs a different conversation from one still completing its self-reflections; the people list gives you the detail to make that distinction.
How Scorecard completion works.
Who is making progress, and who might need support?
With Goal progress, organisation admins have a new view of development across goals, objectives and achievables. It shows who is on track or has achieved their goals, alongside anyone whose work is overdue, behind pace or hasn’t moved recently. People without a live goal are part of the picture too.
There’s a weekly record of completed work, useful for recognising progress that might otherwise pass unnoticed between reviews. Where someone needs attention, the people view explains the flag, giving you something specific to raise with them or their manager.
Where would a Foundation follow-up help?
The new Foundation completion dashboard follows participation across your organisation, including people who haven’t yet had a Foundation launched. Alongside submissions and overdue work, it shows how far unfinished Foundations have progressed through each section. That makes it easier to judge where a reminder or an offer of help would be useful, while people’s draft answers remain private until submission.
Read the Foundation completion guide.
What matters to your people, and where do they want to grow?
Foundation results opens up a new way to think about the support and development your organisation provides. It brings together professional priorities, personal drivers and growth opportunities from each person’s latest submitted Foundation, with work life harmony and self-reported performance adding to the account of how work feels for them.
The interesting part is being able to follow a pattern back to the people. Select Learning, for example, and the dashboard opens a panel of colleagues who chose it, together with their submitted reflections. You can read what they value and why, then compare the pattern across groups as you consider where to invest in development.
Read the Foundation results guide.
How are reviewers using the scoring scale?
We’ve brought Scoring Analysis together in a refreshed, scrolling report, with summaries and explanations alongside the scoring distributions and calibration results. It’s easier to follow the analysis as a whole and consider where ratings warrant a closer look. As ever, those patterns need to be read with the supporting evidence: differences may reflect the people being assessed as well as a reviewer’s use of the scale.
We’re also designing performance dashboards, and look forward to sharing more as that work develops.
Find what matters more easily
A lot of the refresh is about making everyday work easier to find. The sidebar groups organisation pages, tools and insights, while directories combine their search and filters with more useful summaries. Overdue scorecards and goals at risk are prominent, and linked summary tiles take you straight to the matching list.
Recent activity, in the header, is a place to catch up before a conversation. Foundation submissions, individual goal updates and scorecard reviews appear in a feed tailored to you and the people you support, with search and filters for when you want to focus. Organisation admins can follow those updates across the organisation.
For anyone shaping role expectations, there’s more to work with here too:
- The Indicators directory gives behaviours, skills and engagement areas a home of their own, where you can browse what your organisation uses.
- Framework comparison lets you review an indicator across several frameworks and edit those you’re responsible for in the same workspace. Your selection and its order stay in the page address, making it easy to return to a comparison or share it with a colleague who has access.
More consistent text, forms and status labels carry through the platform, with layouts that adapt to smaller screens.
Get a fuller picture of your people
Preparing for a one-to-one often means bringing several pieces of information together. The refreshed people views put more of that context within reach: status and insight panels open directly from People cards and your Team view, while a person’s full profile adds an activity calendar for looking back over recent weeks.
The profile Insights card draws on their agreed scorecard results and latest submitted Foundation. Engagement and performance summaries sit alongside personal priorities and growth opportunities, with changes since a previous comparable scorecard available when you want to see how things have developed. You can open the detail behind each area without having to work through the full review first.
Foundation itself has had a substantial refresh. Focused sections and grouped personal drivers guide the reflection, followed by a submitted overview that brings the answers together. Its insight portrait looks for connections across those answers, exploring what matters to the person and the conditions that may help them do their best work. For a manager, that can be a useful way into a conversation about support, particularly when several priorities need to be considered together.
And when you’re starting Foundation with a team, you can now launch it for several eligible people at once, with a shared deadline and a chance to review the recipients before anything is launched.
Scorecards have clearer stages for self-reflection, manager review and the feedback workshop. The submitted results are designed for revisiting: separate views bring together performance, written reflections and engagement where applicable, while the overview highlights improvements and areas to watch against previous results. The workshop’s Alignment view adds another perspective, showing how the ratings were agreed.
Foundation guide · Scorecards guide
Keep development moving
Development continues between reviews, and the goal workspaces now give those ongoing conversations more room. Goal and objective details sit above the work, with progress and activity together below. Descriptions on achievables let you explain what a task involves, beyond what fits in its title.
One addition we’re particularly pleased to introduce is replies to achievable updates within individual goals. A question or piece of feedback can stay with the update it relates to, visible in both the objective and goal activity threads. The objective’s achievable filter and the composer’s Link to choice help keep a longer conversation focused; completed achievables remain available when there’s learning to discuss afterwards.
You’ll also notice a change of name: Group goals are now Business goals, reflecting their role in connecting shared business priorities with individual development. The familiar workflow remains, including the links between the business goal, its objectives and each participant’s work.
Read the development goals guide.
There’s plenty to explore when you next sign in. Revisit a colleague’s profile before your next one-to-one, pick up a conversation in a goal, or, as an organisation admin, take a question about your team into Signals.
This is the first edition of Platform updates, where we’ll explain the changes worth knowing about and link to the guides for a closer look. We’ll share more here as new features and improvements arrive.