AI compressed execution cycles from months to weeks. But feedback still arrives once a quarter. Deltu is built for the speed your team actually operates at.
On the right track, maintaining rhythm. This is the healthy default — most people, most weeks. Not mediocre. Normal.
A visible upgrade in working methods. Not just more output — a qualitative change in how work gets done.
External obstacles preventing progress. Cross-team dependencies, approval bottlenecks. A system problem, not a personal one.
Direction unclear or methods not evolving. Needs coaching. The button is intentionally harder to press — because this label carries weight.
Blocked ≠ Stalled. Blocked is the system's fault — the manager removes obstacles. Stalled is a personal plateau — the manager coaches. Confusing them leads to blaming people for system failures, or ignoring real stagnation.
These signals compound over time into a visual growth history:
The double-blind mechanism is inspired by the Johari Window model — it systematically surfaces blind spots (things others see that you don't) and hidden areas (things you know that others don't), every single week.
Assessments are immutable after submission. You can't see what the other side said and then adjust your answer. This is what makes the divergence signal honest.
Metrics and milestones are parallel, not hierarchical. A direction can have all metrics, all milestones, or a mix. You don't need to invent meaningless numbers for exploratory work.
Stable is the default, not a mediocre grade. The UI makes it the easiest choice. Most people, most weeks, are stable — and that's healthy.
The stalled button is visually de-emphasized — dashed border, smaller text, separated from the main group. You can't accidentally stigmatize someone.
When you and your manager disagree, the system doesn't flag an error — it generates a conversation. The gap is the gift.
High-load is marked by the partner themselves, not the manager. Because the people under the most pressure are the least likely to speak up unless you give them a button.
You can't see what the other side said and then change your answer. This protects the integrity of every signal in the system.
Directions with narratives, metrics, and milestones. Updated continuously, not quarterly. Flexible association, not rigid assignment.
26 weeks of Delta history is more accurate than one annual review. No surprises — patterns are visible in real time.
Divergence signals auto-generate 1:1 agendas. No more "what should we talk about?" — the system tells you who needs your attention and why.
New hires get weekly Delta signals from week 1. Problems surface in week 2-3, not at the end of a 3-month trial.
When manager and partner have a shared, documented record of weekly signals, there are no "surprise" performance conversations. Both sides see the same history.
26 colored blocks tell a story that no spreadsheet can. You see acceleration, plateaus, obstacles, and breakthroughs at a glance.
Free for up to 20 people. Full product, no feature limits.
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