For People Leaders
Finally see which managers are developing people — and which are just holding on.
Cadence gives you the manager taxonomy you've never had: system-builders, task-managers, and retention risks — visible before attrition confirms it.
You see the signal. You still make the call.
The manager taxonomy
Three types of managers live in every org. Cadence names them.
System-builder
Runs structured 1:1s, maintains 5:1 recognition ratios, addresses performance gaps early. Builds team capacity over time.
Task-manager
Gets work done, but doesn't develop people. Compliance checks out. Team capability flatlines. Tenure attrition risk rises quietly.
Quiet decayer
1:1 compliance drops. Recognition disappears. ER signals accumulate. Your best ICs are already interviewing. You don't know yet.
Cadence classifies every manager based on observed behavior — 1:1 cadence, recognition ratios, ER signal patterns, and coaching quality. Not based on self-reporting.
What you get
The visibility to develop your managers, not just manage their output.
Manager Taxonomy
Finally see which managers are developing people — and which are just holding on.
Cadence classifies every manager in your chain on coaching quality, accountability behavior, and recognition patterns. System-builders, task-managers, and quiet decayers — visible before attrition confirms who was which.
Culture Scorecard (Team Level)
Manager health by team — no more gut-feel skip-level conversations.
Composite signal from 1:1 quality, ER trends, survey sentiment, and recognition ratios — at team resolution. Walk into your skip-levels knowing exactly where to probe.
9-Box Calibration
Talent decisions based on evidence, not the loudest voice in the room.
Blind dual-rater calibration: L1 and L2 submit independently before seeing each other's ratings. Gap analysis flags potential bias. Evidence, not recency.
1:1 Audit Visibility
See if the 1:1s you've mandated are actually happening — and what quality looks like.
Compliance dashboard across all your direct reports' teams. Plus quality signals: are conversations covering coaching, accountability, and development — or just status updates?
“How do I know this actually changes manager behavior?”
Cadence doesn't just measure. It prompts. After every 1:1, managers receive private coaching on how they showed up — were they directive or collaborative? Did they coach or just check in? Did they recognize something this week? Behavior changes because the system makes the right action the default action — not because someone is watching.
Ready to make management systematic?
Show us your org structure. We'll show you what Cadence surfaces in week one.