TMA Performance

Helps organizations gather and analyze employee feedback, manage assessments and performance, and turn results into clearer insights and development actions.

Understand what drives employee engagement, compare results over time, and give leaders clear priorities and guidance for action.

Capture feedback throughout the employee journey to surface experience gaps, spot retention risks, and guide timely action.

Gain broader performance insights and turn feedback into focused development plans with configurable assessments, reporting, and program support.

Gather broader feedback, simplify review administration, and give employees clearer insight into their strengths and development areas.

Reveals people’s natural talents and job fit to support selection, development, and stronger alignment between employees and roles.

Helps employers identify cognitive potential, match people to roles, and guide development through objective, game-based brain assessments.

Makes hiring decisions more informed by showing candidates’ cognitive abilities, work styles, and fit with role demands.

Helps new hires integrate, makes early conversations more useful, and builds development plans grounded in evidence about each person.

Clarifies growth paths, highlights development needs, and helps organizations match employees to roles and fill positions from within.

Shows current workforce capabilities, identifies gaps against future strategy, and finds internal talent to help close them.

Helps organizations understand employee experiences, identify engagement conditions, and give leaders priorities and guidance for action.

Keeps goals, feedback, and recognition current throughout the year to support structured performance conversations and appraisals.

Turns employee survey findings into tailored action plans and informed decisions that help organizations address engagement priorities.

Builds confidence and practical coaching skills to turn 360-degree feedback into actionable development and sustained performance improvement.

Spectiv

Spectiv is TMA Performance’s survey, assessment, feedback, and performance platform. It supports employee surveys, 360-degree feedback, performance reviews, and employee-led check-ins. Users can work with validated templates, question and competency libraries, benchmarks, custom builders, reporting tools, configurable workflows, communication tools, and coaching management. Dashboards support campaign and participant tracking, while reports analyze people, teams, campaigns, and time periods. The platform supports organizational chart management, role-based administration, and enterprise integrations such as HCMs. Feedback can be collected online, on paper, and on mobile devices, with confidential response options. Check-ins record goals, progress, accomplishments, feedback, and recognition throughout the year; manager views, performance trends, and team health indicators support ongoing conversations and year-end appraisals.

Category: Employee Engagement Software

• Manage Surveys And Assessments
  Run surveys, assessments, performance reviews, and check-ins from one platform.
• Find Trends And Development Opportunities
  Explore feedback and performance across individuals and groups to identify organizational trends, strengths, and development opportunities.
• Capture Feedback From Multiple Perspectives
  Gather input from a participant’s workplace relationships to provide a broader view of performance, behaviors, and development areas.
• Build A Year-Round Performance Record
  Keep performance information current throughout the year so appraisals can draw on documented progress, feedback, and accomplishments.
• Build Assessments For Your Organization
  Adapt feedback tools to organizational needs using custom builders, reusable templates, and competency resources.
• Coordinate Feedback Coaching
  Coordinate coaches, reports, and appointments alongside feedback assessments and performance reviews.
• Collect Confidential Feedback Across Channels
  Support accessible feedback collection while providing confidentiality options for participants and feedback providers.
• Automate Assessment Distribution And Reminders
  Reduce manual coordination through automated assessment distribution and reminders, while retaining control over closing dates.
• Assess Relevant Competencies And Behaviors
  Draw on competency and behavior resources to assess observable skills and identify development areas.
• Keep Goals And Progress Visible
  Help employees and managers monitor priorities and progress, maintain alignment, and prepare for ongoing performance conversations.
• Turn Feedback Into Development Actions
  Use assessment insights, coaching, and action planning to support focused development and performance conversations.
• Compare Results With Benchmarks
  Compare results with available benchmarks and trends to understand how feedback changes across groups and time periods.
• Track Campaign And Participant Progress
  Monitor campaign activity and participation, with alerts that help administrators stay aware of tasks and due dates.
• Configure Feedback Workflows
  Set administrative controls and campaign requirements to support organized feedback processes.
• Organize Feedback By Structure
  Analyze responses in relation to organizational hierarchies, people, teams, and departments.
• Prepare For Team Conversations
  Review team activity and individual information to prepare for conversations and apply consistent organizational criteria.
• Simplify Review Administration
  Move review processes online and give participants convenient access to evaluations and reports.
• Coordinate Feedback Communications
  Manage survey and assessment communications, with options to customize messages and enterprise report branding.
• Connect Feedback To Development Actions
  Link organization-curated guidance to competencies and behaviors to help employees act on development needs.
• Connect Systems And Consolidate Feedback
  Sync data with systems such as HCMs and review employee survey data together across campaigns.

Annual employee engagement surveys

TMA Performance manages annual employee engagement surveys from design through launch, reporting, and debrief. Research-based core questions can be tailored with custom items and demographic questions. Results help leaders understand engagement through employee profiles and engagement drivers, compare scores with industry benchmarks and prior years, and identify priorities and suggested actions. A dedicated team supports survey setup, administration, analysis, and ongoing planning.

• Tailor Questions While Preserving Comparability
  Adapt the survey to organizational priorities while retaining the core instrument for comparisons across groups and years.
• Identify Engagement Profiles Across The Workforce
  View employee profile groups and an overall index to understand engagement beyond an average score.
• Reveal The Drivers Of Engagement
  Understand employee experience across five identified drivers to help leaders determine areas of focus.
• Compare Scores Against Benchmarks And Prior Years
  Put scores in context and track changes over time using industry benchmarks, internal norms, and previous results.
• Offload Survey Setup And Administration
  Receive support through survey setup, launch, reminders, participation tracking, and report delivery.
• Explore Results By Role And Organizational Group
  Give organizational roles relevant views and options to examine results by group and export data.
• Surface Priorities And Suggested Actions
  Turn survey data into insights about strengths and opportunities, along with suggested actions.
• Understand Feedback Themes In Employees’ Words
  Review organized comment themes and filter verbatim responses by group with confidentiality protections.
• Turn Results Into Guided Follow-Through
  Work with consultants to tailor surveys and debrief results, with ongoing support for future cycles.
• Find Differences Between Employee Groups
  Identify where results differ across departments, locations, tenure groups, and other demographics.

Employee lifecycle surveys

Employee lifecycle surveys gather feedback at important moments across the employee journey, from candidate experience and onboarding through development, retention, work anniversaries, and exit. They complement the annual engagement survey with organizational and ad hoc pulse surveys, scheduled anniversary surveys, and new-hire surveys at two weeks and 90 days. Results help organizations track sentiment, assess onboarding and job expectations, identify exit reasons and hotspots, and give managers actionable information.

• Listen At Every Important Stage
  Follow employee experience through key stages to reveal where expectations and experiences diverge.
• Check New-Hire Progress At Milestones
  Assess onboarding and integration at early milestones so managers can respond to difficulties.
• Identify Reasons Behind Employee Departures
  Examine departure reasons, patterns, and comments to identify areas leaders may address.
• Investigate Specific Themes And Groups
  Focus feedback collection on an organizational need, team, or topic.
• Monitor Sentiment Throughout The Year
  Create an ongoing listening rhythm without surveying the entire organization every month.
• Collect Targeted Feedback When Needed
  Gather flexible, context-specific feedback from selected groups when questions arise.
• Track Employee Advocacy Quarterly
  Use recurring eNPS feedback to help managers understand employee advocacy.

360-Degree Feedback

TMA Performance’s Spectiv platform supports 360-degree feedback programs, from assessment setup and rater administration through reporting and development. Organizations can use tested assessments or customize surveys, collect input from multiple workplace relationships, and access individual and group insights. The platform includes confidentiality-focused feedback processes, competency and behavior resources, benchmarking, and options for coaching and action planning. Assessments support leadership development and performance appraisal for executives, managers, and individual contributors.

• Capture Feedback From Multiple Perspectives
  Gather workplace perspectives to provide a broader view of behaviors, strengths, and development areas.
• Review Individual And Group Insights
  Give participants individual feedback and help organizations examine patterns across groups and leadership populations.
• Automate Assessment Distribution And Reminders
  Reduce manual coordination while retaining control over assessment closing dates.
• Tailor Assessments To Roles And Programs
  Match assessment content to participant level and organizational needs.
• Assess 80 Competencies And 320 Behaviors
  Use competency and behavior resources to measure leadership behaviors and identify potential derailers.
• Support Candid And Confidential Feedback
  Aggregate feedback to protect individual rater responses, with the stated exception for direct supervisor scores.
• Turn Feedback Into Development Actions
  Support development planning and coordinate coaching workflows, reports, and appointments.
• Compare Results And Plan Development
  Contextualize assessment results and connect findings to development goals.
• Coordinate Feedback Programs With Expert Support
  Receive support with key program tasks from participant identification through reporting.
• Review And Approve Rater Lists
  Let participants suggest raters while allowing HR or managers to review lists when appropriate.
• Apply Feedback To Development And Appraisal
  Use multi-rater feedback for individual development or performance appraisal.

Performance reviews

TMA Performance’s review platform supports structured employee appraisals using feedback from employees, managers, peers, direct reports, and customers. Competency-based assessments and reports help identify strengths and development areas and support manager-employee conversations. Organizations can use pre-built or custom review templates, administer evaluations online, and access implementation specialists. Employee-led check-ins can also build a year-long record of goals, progress, feedback, and accomplishments to inform the yearly appraisal.

• Gather Broader, More Balanced Feedback
  Include multiple workplace perspectives to create a fuller view of performance.
• Assess Skills And Behaviors That Matter
  Evaluate relevant skills and behaviors using pre-built resources or tailored competencies.
• Clarify Strengths And Development Areas
  Give employees and managers a view of performance and areas for development.
• Simplify Review Administration
  Move reviews online and receive implementation assistance.
• Choose Or Create Review Templates
  Start with standard templates or create reusable reviews aligned with organizational needs.
• Build Appraisal Records Throughout The Year
  Use documented entries to inform yearly appraisals instead of relying only on recollection.
• Configure Who Provides Feedback
  Choose feedback providers to suit each review.
• Access Reviews Without A Username
  Open evaluations and reports through direct links without requiring a username or password.
• Connect Feedback To Practical Guidance
  Link organization-curated guidance to competencies and behaviors.

TMA Talent Assessment

The TMA Talent Assessment measures 22 drives to identify an individual’s natural talents and inform job fit and long-term potential. It maps talent information to 44 talents and 53 competencies, supporting talent selection, personalized development, and decisions about where employees can thrive. The assessment takes about 30 minutes and uses a forced-choice format; reports can be used without certification.

Category: Talent Assessment Software

• Reveal Natural Drives And Talents
  Understand individual motivations, preferences, and natural strengths.
• Assess Job Fit And Potential
  Compare natural talents with role expectations to inform job fit and potential.
• Connect Talent Insights To Competencies
  Relate talent information to competencies relevant to roles and development.
• Guide Personalized Development
  Use assessment insights to shape development plans and coaching around individual talents and needs.
• Complete A 30-Minute Assessment
  Complete a roughly 30-minute forced-choice assessment to generate talent insights.
• Use Reports Without Certification
  Access reports without requiring certification to interpret or apply them.

BrainsFirst cognitive assessment

BrainsFirst uses four scientifically validated, game-based assessments to measure cognitive capabilities and make a person’s potential visible. The NeurOlympics games take about 45 minutes and collect more than 1,500 data points on how people process information, make decisions, focus, and adapt. Cognitive profiles help employers assess candidates, compare capabilities with role requirements, and plan employee development.

Category: Talent Assessment Software

• Reveal Potential Through Brain Games
  Use gameplay rather than self-report to capture insight into cognitive strengths and growth potential.
• Measure Core Cognitive Capabilities
  Understand how a person processes information, solves problems, makes decisions, and maintains focus.
• Match Cognitive Profiles To Role Demands
  Compare cognitive capabilities with role requirements to identify potential fit and development areas.
• Screen Applicants On Consistent Terms
  Give hiring teams a consistent basis for comparing measured cognitive capabilities and job match.
• Guide Development With Cognitive Insights
  Tailor development and training to a person’s strengths and potential.
• Adapt Tasks To Each Player
  Capture performance as task demands change through adaptive gameplay.
• Provide Candidates With Practical Guidance
  Give candidates feedback and advice to help them understand their cognitive profile.

Talent Identification & Selection

Talent Identification & Selection combines pre-hire cognitive and talent assessments with candidate surveys. BrainsFirst game-based assessments measure cognitive capabilities, while the TMA Talent Assessment reveals natural drives, talents, work style, and interpersonal traits. Employers can screen applicant pools or compare finalists with role requirements, then carry relevant insights into interviews and onboarding. Candidate surveys provide feedback on the hiring process.

Category: Talent Assessment Software

• Reveal Candidates’ Cognitive Strengths
  Understand how candidates think, solve problems, and handle role demands.
• Match Candidates To Role Demands
  Compare profiles with position requirements to identify alignment and potential friction.
• Understand Candidates’ Natural Work Styles
  Use insight into drives, talents, and interpersonal traits to assess candidate fit.
• Prioritize Stronger Matches For Interviews
  Focus interview time on candidates whose profiles match role requirements.
• Compare Candidates On Consistent Evidence
  Evaluate candidates against role needs using a shared basis beyond résumé presentation.
• Evaluate Potential Beyond Résumé History
  Consider measured capabilities and role fit, including candidates with unconventional backgrounds.
• Prepare More Targeted Candidate Interviews
  Shape interview questions around candidate profiles and role-fit considerations.
• Improve The Hiring Process With Candidate Feedback
  Identify friction across the hiring journey and use applicant feedback to guide improvements.
• Carry Candidate Insights Into Onboarding
  Give managers relevant assessment insights to support a new hire’s transition.

Onboarding & Development

Onboarding & Development guides new hires from candidate to contributing employee with a candidate portal, assessments, onboarding surveys, and structured check-ins. The solution supports a 30-, 60-, and 90-day journey, using talent, 360 feedback, and cognitive potential insights to inform development plans. Organizations can use the full journey or start with the stage and tools that meet their needs, then continue development beyond the first 90 days.

• Build Plans From Multiple Views Of Each Person
  Bring talent, feedback, and cognitive insights together to inform development plans.
• Keep Progress And Support Conversations On Track
  Use structured conversations to surface concerns, notice wins, and record progress.
• Assess Fit And Potential Before Day One
  Bring insight about a new hire’s fit, talents, and cognitive potential into onboarding.
• Check Integration At Key Onboarding Milestones
  Gather feedback at milestones to identify where onboarding is working or stalling.
• Organize The Move From Offer To Day One
  Keep offer information, paperwork, and first-day details together for new hires.
• Start With A Shared View Of The New Hire
  Ground early manager-employee conversations in an understanding of the new hire’s profile.
• Encourage Candid New-Hire Feedback
  Support open feedback about the onboarding experience.
• Choose The Stages That Fit Your Needs
  Use the full journey or begin with the stage and tools that need attention.

Career Mobility

Career Mobility connects employees to jobs and skills through structured STYR job profiles and a comprehensive view of each person. It combines natural talents, cognitive capabilities, and skills displayed through 360 feedback to compare individuals with current and future roles, identify strengths and development gaps, and inform internal moves, development plans, and succession decisions. Clear job frameworks help employees see growth paths and help managers and HR make readiness decisions using a shared picture of the role and the person.

• Match People To Roles
  Identify employees who fit roles, those who are close, and requirements needing attention.
• Clarify Role Requirements
  Give employees, managers, and HR a shared understanding of role requirements.
• Understand Each Person
  Bring together talent, cognitive capability, and observed skills for role-fit and development discussions.
• Target Development Efforts
  Focus development on gaps that can help employees progress toward suitable roles.
• Fill Roles From Within
  Support internal moves and succession decisions with insight into fit and development needs.
• Identify Natural Talents
  Use natural work preferences when considering role fit and development.
• Assess Learning Capability
  Consider how an individual learns and handles complexity in role and development decisions.
• Reveal Displayed Skills
  Use colleague feedback to understand demonstrated skills and behaviors.
• Prioritize Fit And Development
  Identify where to invest in development, use strengths, or consider a different role.

Strategic Workforce Planning

Strategic Workforce Planning brings together data about roles and people to show current skills, demographics, engagement, capacity, and organizational structure. It helps organizations compare current talent with future strategic requirements, identify capability and capacity risks, and find people who may develop into critical roles. The solution draws on existing workforce data and can combine job descriptions, talent profiles, cognitive skills, 360 feedback, and performance ratings to support planning and internal redeployment.

• Unify Role And People Data
  Review role requirements and individual information together to understand fit, capability, and performance.
• Identify Gaps Against Future Demand
  Focus planning on differences between current workforce capabilities and future role requirements.
• Find Internal Talent For Critical Roles
  Support internal moves that can help close capability gaps and retain institutional knowledge.
• Reveal Bench And Capacity Risks
  Make thin benches and team capacity risks visible earlier.
• Align Culture, Capability, Expectations, And Motivation
  Consider organizational and individual factors when planning workforce moves and development.
• Assess Structure Against Future Needs
  Check whether structure and role design support future strategy.

Employee Experience

TMA Performance’s Employee Experience solution uses engagement, culture, and lifecycle surveys to show how employees experience their work and organizational culture. Driver analysis, segment results, and employee comments help identify priorities and areas needing attention. Confidential responses support candid feedback, while plain-language reports and action guidance help executives, HR, and managers respond at organization, department, and team levels. Organizations can start with an engagement survey or a single lifecycle stage and expand their listening strategy over time.

Category: Employee Engagement Software

• Identify The Drivers That Matter Most
  See engagement levels and the conditions with the strongest effect to direct organizational effort.
• Turn Results Into Clear Next Steps
  Give organizational roles relevant priorities and practical guidance for follow-through.
• See How Culture Is Experienced
  Understand how employees encounter culture through leadership, recognition, and workplace interactions.
• Listen At Every Key Lifecycle Stage
  Use feedback across the employee journey to identify experience gaps.
• Encourage Open Employee Feedback
  Support candid feedback about how work is experienced.
• Connect Engagement With Individual Fit
  Combine workplace findings with insights into individual talent and role fit.
• Locate Areas That Need Attention
  Identify groups that may need focused support.
• Add Context Behind Survey Scores
  Use employee comment themes to understand survey results and inform follow-up.

Performance Management

TMA Performance’s performance management solution builds a structured appraisal record through employee-led check-ins across the year. Employees reflect on goals and progress, while managers respond with coaching and feedback. The solution connects goal planning, progress monitoring, development, and yearly evaluation, drawing on clear job roles, talent data, and 360 feedback. Dashboards, performance trends, team health indicators, and recognition tools support ongoing conversations and year-end appraisals.

• Keep Performance Conversations Moving All Year
  Maintain an ongoing rhythm of updates, coaching, and performance conversations between formal reviews.
• Build A Year-Round Record Of Performance
  Preserve performance information as it happens to support informed year-end conversations.
• Align Goals With Clear Role Expectations
  Connect individual priorities with role expectations and broader organizational goals.
• Guide Coaching With Individual Performance Insights
  Give managers information about individual drives, potential, and feedback to consider when guiding development.
• Prepare Appraisals From Evidence Gathered All Year
  Use ongoing records and feedback so year-end reviews reflect conversations already held.
• Add Multiple Perspectives To Performance Reviews
  Include feedback from different working relationships in development and appraisal conversations.
• Track Progress And Team Health Over Time
  Make goals, trends, participation, and team health visible to support ongoing conversations.
• Apply Shared Performance Criteria Across Teams
  Give teams a consistent reference for assessing performance.
• Manage Check-Ins Alongside Connected Talent Tools
  Access check-ins alongside related talent tools within the shared platform.

Employee Engagement Consulting

TMA Performance’s employee engagement consultants help organizations interpret survey results and turn feedback into tailored action. Services include leadership, manager, and staff debriefs; manager training and team action planning; cross-functional consulting summits; employee focus groups; and survey design. Consultants provide an outside perspective, industry insights, benchmarks, and best practices. Sessions and presentations can be delivered remotely or onsite and adapted to organizational needs.

• Translate Leadership Results Into Action
  Examine results, understand context, and begin action plans tailored to leadership priorities.
• Share Survey Findings Across Teams
  Present survey results to relevant groups, including dispersed teams.
• Equip Managers To Lead Engagement
  Build managers’ skills in interpreting results and facilitating team discussions and planning.
• Turn Team Results Into Action Plans
  Use survey findings to identify priorities and develop team action plans.
• Mobilize Cross-Functional Action
  Provide a structured process for investigating priorities, developing actions, and supporting implementation.
• Explore Survey Findings In Greater Depth
  Gather detailed feedback on selected topics and share findings with leaders.
• Benchmark Results Against Industry Insights
  Add an external perspective and benchmarks to survey interpretation.
• Design Surveys Around Engagement Priorities
  Receive survey design support as part of an engagement consulting service.
• Build Engagement Knowledge And Readiness
  Develop knowledge of engagement planning, organizational readiness, and progress measurement.

360 Feedback Debrief Certification

TMA Performance’s 360 Feedback Debrief Certification trains coaches, HR leaders, and consultants to help leaders turn 360-degree feedback into development and performance improvement. The course covers coaching methods, the 360 ecosystem, emotional responses to feedback, report interpretation, and a structured debrief framework. Participants receive a 360 feedback report and a 60-minute debrief with a TMA Performance coach, then take part in two virtual group sessions with coaching practice and action planning. Course guides and slides are included. The certification is SHRM-approved for 7 Professional Development Credits, and participants who attend both sessions can earn the certification badge. The listed price is $1,750 per participant.

• Interpret Feedback With Greater Confidence
  Build skills to explain 360 results and help participants understand strengths and development areas.
• Apply A Repeatable Debrief Process
  Move systematically from report review toward focused development.
• Turn Insights Into Practical Development Goals
  Help participants prioritize development areas and create actionable next steps.
• Build Trust And Participant Ownership
  Support open conversations and help participants take ownership of development.
• Practice Coaching Skills In Virtual Sessions
  Apply course methods in group coaching practice before using them in client conversations.
• Navigate Difficult Feedback Reactions
  Respond constructively to emotional reactions and common cognitive barriers.
• Experience An Individual 360 Debrief
  Review a personal report in a one-to-one coaching session.
• Earn A 360 Debrief Certification Badge
  Complete both sessions to earn a badge recognizing coaching proficiency.
• Use Practical Guides And Course Materials
  Use included materials to support understanding and application of course frameworks.
• Earn Seven SHRM Professional Development Credits
  Receive 7 SHRM Professional Development Credits by attending both sessions.