Hundreds of managers. Every one runs goals, 1:1s and reviews well.
Retention, grievances and how fast you move all come down to how each manager runs the basics. Ren is an AI agent in Slack and Teams that keeps the context for each person’s goals, 1:1s and reviews as the work happens, so managers spend less time on them and do them better.
Live at Panasonic Energy, in year two · SSO and HRIS · SOC 2 Type II · GDPR
Plan focus
Saying no without guilt
This week
Took the Q3 migration on top of two launches. Said yes in standup before checking capacity.
Worth saying
The launch review she ran on Monday. Three people mentioned it; nobody told her.
Open with
“What would you hand back if you could?”
From your program: Invitation, stage two of the Accountability Dial
The job in front of you
It’s on the board’s scorecard: fewer claims, people who stay, a faster company.
All three depend on the same management basics, done well by every manager on every team.
- 01
Goals
Set with each person, about the work and how they grow. Not a form filled in once a year.
- 02
1:1s
About the goal and what happened this week, so issues come up while they are small.
- 03
Reviews
Written from a year of context both people can see, not from memory the week before.
What you’ve probably tried
Good options. None of them are in the daily work, and none are consistent.
Train them
Strong on the day
- Most of it is gone by the next 1:1
- Each manager applies it their own way
Reward or require it
Completion goes up
- The 1:1 happens and the review gets submitted
- The quality still depends on the manager
A general AI tool
Waits to be asked
- Managers have to remember to open it
- It doesn’t know the goal or what happened this week
How it works
A plan, a better 1:1, and a review with the year in it.
The Good Authority method, put into software. Ren never reads private messages, and it shows each leader where they are on the path from Superhero to Yoda.
- 01
A plan with a real focus
The one behavior in someone’s way, written with them, not about them.
- 02
A 1:1 about the plan
Both people get an agenda drawn from the plan and the week. No status read-outs.
- 03
A review with the year in it
The goal and what was agreed along the way, ready when the review is due. You see whether it happened, never what was said.
The view across teams
It starts with each person. You see it across the organization.
This isn’t a survey. It’s Ren’s read on how each leader is leading, from Superhero to Yoda, and a readout of what’s actually happening: who’s active, how many people had a 1:1 this month, and who might need a nudge.
- 01
Each person, privately
Everyone has their own Ren. They see their own patterns and work through their own situations. Nobody else sees it.
- 02
The conversation
Ren helps them have it: with whom, how firm to be, and the first sentence. Praise as often as correction.
- 03
What it adds up to
How each leader is leading, from Superhero to Yoda, and whether the basics are happening. Never what anyone said to Ren.
83%
of managers active this month
10 of 12 had a coaching conversation or prepped a 1:1 in the last 30 days
214
coaching conversations
38
1:1s prepped
57
pieces of feedback sent
41
Q4 plans set
88% of people had a 1:1 this month
Who to reach out to
8 on track: plans set, 1:1s held
3 active, no Q4 plans yet
1 quiet for 30+ days
Illustrative people and numbers. Ren’s read on how each leader leads, and whether the basics are happening. Never what anyone said to Ren.
What each person gets
Leaders, managers and employees. Each gets something.
The organization
Training that stays in use
- The program’s language in Slack and Teams, the Tuesday after
- Who’s doing the basics, never what was said
Managers, at every level
The words, when something needs saying
- How firm to be, drafted in their voice
- An agenda before every 1:1
Everyone else
A record on their side
- Raise things upward without it reading as a complaint
- A growth goal that’s private unless they share it
Free toolkit
The Growth Loop, DIY.
The growth plan, the monthly 1:1, the Accountability Dial™ and the quarter recap, written out so your managers can run it themselves. Templates, examples and a rollout guide.
How large organizations start
One division first. Security review in parallel.
Week one
Pilot one division. The first readout lands in week one, not quarter two.
In parallel
Run the security review. SOC 2, DPA and sub-processors are on the Trust center.
Then
Roll out by division, with SSO, HRIS and a named contact here.
Panasonic Energy
A board-level goal, carried by managers of large teams.
- The project
- Capture real context for goals, 1:1s and reviews, so managers of large teams save time and lead better.
- Why it couldn’t wait
- It sits on a board-level scorecard: fewer grievances and legal claims, higher retention, a faster company.
- What they’d tried
- Training, rewarding it, requiring it, and general AI tools. None of it was in the daily work, and none of it was consistent.
What they’re seeing so far: managers who use Ren keep their teams together longer than managers who don’t.
Why it matters
Behind every expensive HR case is a conversation that never happened.
44%
of managers paste employee names into public AI tools for help.
Predictive Index, August 2026
2×
the AI impact comes from manager support, over individual skill.
Microsoft Work Trend Index, May 2026
12.1
people per manager, up from 10.9. Less time for each one.
Gallup, January 2026
Security and buying
Everything your review team will ask for, already written.
Talk to us.
Thirty minutes on your division and how a rollout would work. No pitch.
- One licence for your organisation
- Priced by company size