How Facepunch Built a Transparent, Continuous Performance Culture with Appraisd

The move followed their experience using HiBob’s talent module, which had seen limited engagement from managers and employees.

“We had feedback from employees that they wanted more feedback from managers about how they were doing and what they needed to do to develop. We knew we needed something simpler and more intuitive that people would use.”

<fs-toc-omit>A chance to rethink the process

Moving to Appraisd gave Facepunch the chance to rethink their performance processes. Working closely with the Appraisd team, Facepunch redesigned their review forms to better reflect organisation, including different processes for contractors and full-time employees across multiple countries. Rather than replicating their previous setup, the team created forms and workflows to fit their business.

<fs-toc-omit>Driving adoption with managers

Manager adoption is often the biggest challenge when introducing a new system. Facepunch addressed this by launching Appraisd with their quarterly bonus review form. The form includes four questions and supporting commentary, making it quick and easy for managers to complete. Once managers became comfortable with the platform, Facepunch expanded its use across other performance conversations.

“As soon as people started using it, they realised how simple it was. Now when we introduce new processes, managers aren’t worried about the system.”

<fs-toc-omit>One place for every performance conversation

Facepunch has gradually expanded Appraisd to support more types of performance discussion across the employee lifecycle. The platform now supports:

• Probation reviews
• Quarterly bonus reviews
• Regular check-ins
• Performance improvement plans (PIPs)
• Development plans  
• Onboarding feedback surveys

This has created a central place for all performance conversations, giving HR an organisation-wide view of performance and development.

<fs-toc-omit>Creating transparency around rewards

Before Appraisd, bonus decisions were managed through spreadsheets with little visibility or explanation for employees. Now, managers must provide written rationale alongside bonus ratings, ensuring employees understand how their performance is assessed and where they can improve. This is helping Facepunch build a more transparent and fair performance culture.

“Previously it was just a score. Now people can see the ‘why’ behind the rating and it becomes part of their performance record.”

<fs-toc-omit>Supporting more continuous conversations

Appraisd is also supporting Facepunch’s employee-driven approach to development. After probation, employees can schedule check-ins with their manager at a frequency that suits them. Some prefer monthly conversations, others quarterly.

The only mandated cadence applies to employees on performance improvement plans, where monthly check-ins are structured through Appraisd. This flexibility encourages employees to take ownership of their development and maintain regular dialogue their manager.

<fs-toc-omit>Works with the tech you already use

Facepunch continues to use HiBob for HR administration, but Appraisd now manages all performance-related activity. Using automated workflows, employee data is synchronised and hires are automatically enrolled into probation reviews and bonus eligibility workflows.

The system has proven flexible enough to support additional processes beyond traditional performance reviews, with Facepunch working closely with their Customer Success Manager to adapt the platform to their needs.

“We worked with our CS Manager, Laura, to move other forms onto Appraisd. We’re thankful that Appraisd has been open to customising the system for us.”

<fs-toc-omit>Clear visibility for HR

Before Appraisd, performance processes lacked visibility. Probation tracking, for example, had migrated to a Google sheet because managers couldn’t easily monitor progress within the HRIS. Now, HR and managers have a clear overview of:

• Which reviews are complete
• Manager feedback and comments
• Bonus ratings and rationale
• Development conversations

Because everything sits in one place, reporting is straightforward and performance conversations are fully transparent.

“We have everything in one place, every conversation. And the employee has access to it as well so it’s all transparent.”

<fs-toc-omit>Freeing HR to focus on strategic work

The move to Appraisd has also allowed the HR team to focus on more value-adding activity. Processes that previously required manual tracking, such as probation reporting, now take only minutes. Automated workflows and simplified processes have enabled HR to support Facepunch’s continued growth without increasing the administrative workload.

“In summary, Appraisd is going from strength to strength - and all our teams are using it.”