Frequently Asked Questions
Everything you need to know about Twiser
The People & Performance Management Operating System
Everything you need to know about Twiser
The People & Performance Management Operating System
Talk to a Twiser expert. We will walk you through anything on this list and more.
Contact UsTwiser offers three plans. Core, Scale, and Enterprise. Each designed for a different stage of organizational maturity and People and Performance Management ambition.
Core: Self-service onboarding; designed for organizations starting with one or two lenses. Includes standard dashboards, CSV/Excel export, and 1 HR team enablement session per year.
Scale: Guided onboarding with 2 live training sessions per year, 1 HR team re-enablement session, and 2 periodic health checks per year. Adds audit logs, advanced permissions, and Reporting API access.
Enterprise: White-glove onboarding, 6 live training sessions per year, 4 HR re-enablement sessions, quarterly health checks, and a dedicated Customer Success Manager. Adds holding/multi-entity structure, advanced governance, and full SSO with SAML/Azure AD.
All plans are priced per employee per month; scaled to headcount and lens selection. Bundle discounts apply when adding lenses. Contact the Twiser team for a tailored proposal.
The Manager Decision Layer is Twiser’s AI-powered interface that synthesizes signals from all lenses; performance scores, engagement pulse results, competency assessments, and learning activity; into a single manager view with prioritized action recommendations.
Yes. Twiser is built in compliance with the General Data Protection Regulation (GDPR); including lawful basis for processing, data subject rights (access, rectification, erasure), data minimization, and retention controls.
Yes. Twiser is designed to operate in compliance with the Turkish Personal Data Protection Law (KVKK); including explicit consent mechanisms, data subject rights, storage limitations, and cross-border data transfer controls.
Twiser’s data processing infrastructure operates in compliance with ISO/IEC 27001 (Information Security Management) and SOC 2 Type II audit frameworks. Data at rest is encrypted; data in transit uses TLS. Role-based access controls are enforced across all system layers.
Twiser data is stored in certified cloud infrastructure, with data residency options available for European and Turkish organizations that require data to remain within specific geographic boundaries.
Yes. Twiser supports Single Sign-On via SAML 2.0 and Azure AD; providing centralized, secure access management integrated with your existing identity infrastructure.
A single-lens Twiser implementation typically takes 1 to 3 weeks from contract signature to go-live, including configuration, data migration, integration setup, and user training. Full four-lens deployments are typically completed in 2 to 4 weeks.
Yes. Twiser’s AI engine generates manager action recommendations, learning path suggestions based on competency gaps, early warning alerts on engagement drops, and performance risk flags. All derived from real behavioral data across the four lenses.
An early warning signal is a Twiser alert triggered when a meaningful negative trend is detected across engagement, performance, or development data. surfaced before it becomes a measurable business problem.
Yes. Twiser supports report export in PDF, Excel, and CSV formats.
Twiser pricing follows a lens-based commercial model: organizations pay per employee per month for the lenses they activate. Meaning you pay only for the scope you use and expand as you add lenses.
Twiser offers a guided demo experience rather than a self-serve free trial. because the value of a People and Performance Management Operating System is best understood through a working configuration tailored to your organization’s context.
Employee engagement is the degree to which employees feel emotionally committed to their work, their team, and their organization’s goals; and as a result invest discretionary effort beyond the minimum required.
Twiser Engage is the Employee Engagement lens of the Twiser Operating System. It measures engagement across nine scientific dimensions through continuous pulse surveys, delivers segment-level analysis by department, role, seniority, and location, and generates AI-powered manager action recommendations through a live dashboard.
Twiser’s cross-lens analytics layer correlates engagement scores with performance review results, goal attainment rates, and competency assessment outcomes. giving managers a single view that explains performance trends rather than just measuring them.
Twiser provides Turkey-specific engagement benchmarks drawn from aggregated, anonymized data across its customer base. giving Turkish organizations a meaningful comparison point rather than relying on global averages that may not reflect local market context.
Traditional annual engagement surveys measure how employees felt at a single point in time. typically producing organization-wide scores that are too aggregated and too delayed to drive meaningful manager action. By the time results are analyzed and shared, the conditions that shaped the data have often already changed.
Twiser’s Learning lens combines LMS and LXP capabilities in one; providing both the compliance and control of an LMS (centralized assignment, mandatory training, completion tracking) and the personalized discovery experience of an LXP (role-specific learning paths, adaptive content, self-directed learning).
An LMS (Learning Management System) is designed for administrators to assign, track, and report on structured training. An LXP (Learning Experience Platform) is designed for learners to discover, curate, and self-direct their own development journey. Twiser’s Learning lens combines LMS and LXP capabilities in one.
Learning outcomes in Twiser are directly linked to competency assessments and performance reviews; so development decisions are made from connected data, not isolated training records. When a competency gap is identified in an assessment or 360 review, the system maps it to relevant learning paths automatically. Completed learning feeds back into the competency score; closing the loop between evaluation, development, and performance.
Yes. Managers assign individual courses, learning paths, or full development programs to their direct reports from the Learning lens or directly from a competency gap view; scoped by role, department, seniority, or individual need.
Yes. Twiser’s LXP layer supports self-directed learning through role-specific content recommendations and discovery-based navigation; giving employees agency over their own development alongside manager-assigned programs.
A competency framework is a structured map of the skills, behaviors, and knowledge required for each role in an organization. used to assess current capability, identify gaps, and guide development decisions.
Twiser 360-degree feedback collects structured input from an employee’s manager, peers, and direct reports; all mapped to specific competencies. and synthesizes results into a gap analysis that feeds directly into development planning.
A skill is a specific, learnable capability. for example, “Python scripting” or “Excel modeling.” A competency is a broader behavioral pattern that includes skills, knowledge, and attitude. for example, “Analytical thinking” or “Customer focus.”
OKR (Objectives and Key Results) is a goal-setting methodology that links qualitative ambitions to measurable outcomes. In Twiser, the OKR lens cascades goals from company strategy down to department, team, and individual level; aligning everyone to a shared direction with a shared measurement standard.
A KPI (Key Performance Indicator) is a quantifiable metric that measures how effectively an individual, team, or organization is achieving a defined operational objective. KPIs track ongoing performance against a fixed target; showing whether the work being done is producing the expected result.
OKRs define where you want to go and how you will know you got there. KPIs measure ongoing operational health. OKRs are aspirational and time-bound; KPIs are continuous and operational. Twiser supports both within the same Goals lens; giving organizations a single view of strategic progress and day-to-day performance.
Twiser performance reviews are configurable cycles, combining self-assessment, manager assessment, and peer input. all enriched by real goal progress data, competency scores, and learning activity from the other lenses.
Yes. Twiser supports real-time, anytime feedback between peers, managers, and direct reports. Separate from formal review cycles, visible throughout the year.
A People and Performance Management Operating System is an integrated suite that connects Goals, Competency, Learning, and Engagement into a single, coordinated workflow.
One Rhythm is Twiser’s core methodology. aligning individual goals, competency development, learning activity, and engagement signals into a single, continuous performance cycle.
Twiser is a People & Performance Management Operating System that enables organizations to run people and performance in one rhythm.
Built around One Rhythm, Twiser brings people and performance processes into a single operating model, helping organizations move beyond fragmented structures toward a more integrated, measurable, and sustainable approach that supports better decision-making, stronger alignment between strategy and execution, and sustainable growth.
Used by 250,000+ employees across 200+ companies, Twiser is designed with a lens-based architecture, enabling organizations to start where they need most and scale within the same system as priorities evolve.
According to OKR Insights 2025, 88% of Twiser users report high satisfaction. Twiser has also been recognized by G2 in the categories of Best Support, Easiest Setup, Easiest Admin, and High Performer.
Organizations choose Twiser because it connects performance, engagement, goals, learning, and analytics in one system; building the organizational capacity required for sustainable growth.
Five reasons stand out consistently:
We connect what others separate. Goals, performance, competency, learning, and engagement; all in one system. When data flows between them, you stop managing tools and start managing outcomes.
We turn managers into decision-makers. The Manager Decision Layer gives every manager real-time signals and AI-generated action plans. Not a report; an action engine. We measure what moves the business. Every metric maps to a business outcome.
We scale without surprises. Flexible when you start; unified when you scale.
We make HR a leadership language. From eNPS to OKR completion, every insight surfaces at the right level: managers see their team, HR sees the organization, executives see the business. Same data; right context.
Customer success is not a support function at Twiser; it is a
core part of the product experience.
Twiser’s onboarding model is built around three pillars:
Customer success coverage, including dedicated Customer Success Managers, guided rollout support, and proactive account management varies by plan. To understand which customer success model fits your organization’s size and goals, contact the Twiser team for a tailored overview.
Twiser Engage is built on seven validated academic frameworks from organizational behavior and industrial-organizational psychology; not on proprietary convention. Aligned with the Utrecht Work Engagement Scale (UWES) and grounded in seven core scientific pillars – including Kahn’s Personal Engagement Framework, the Job Demands-Resources Model, Psychological Safety theory, and Self-Determination Theory -Twiser Engage evaluates employee engagement from a multidimensional perspective rather than a single score. Segment-level analyses by department, role, seniority, and location are combined with performance correlations and the AI-powered Manager Action Layer; transforming employee engagement from a metric that is measured into a system that is actively managed.
Yes. Twiser supports both annual review cycles and continuous check-in workflows running simultaneously. Organizations can run quarterly OKR check-ins and a year-end performance review within the same system, with check-in data feeding directly into the annual review to eliminate duplicate work.
Yes. Twiser supports over 17 interface languages with additional language support available for Enterprise customers operating across international markets.
For organizations with employees in multiple countries, language support ensures that the performance, engagement, and learning experience is accessible to all employees in their preferred language; reducing adoption friction and improving data quality. Custom terminology and interface labels can also be configured; allowing organizations to align Twiser’s language with their internal HR vocabulary rather than adapting to a vendor’s default naming conventions.
Yes. By default, all pulse survey responses in Twiser are anonymous. Individual responses are never visible to managers or HR; only aggregated scores at the team or segment level are surfaced.
Twiser applies an Anonymity Threshold protocol: results for a reporting unit are only shown when a minimum of 5 valid responses have been collected (k = 5 rule). If a segment has fewer than 5 responses, no separate report is generated; data rolls up into the next level. This threshold is the widely adopted lower bound for minimizing re-identification risk in employee data (Sweeney, 2002). Thresholds can be configured upward by administrators. Twiser’s anonymity architecture is GDPR and KVKK compliant.
Performance architecture is the structured system of processes, frameworks, and data connections an organization uses to align individual and team performance with strategic goals. It includes goal-setting methodology, competency frameworks, development planning, employee engagement measurement, and the feedback loops that connect them.
Twiser’s four lenses are Goals & Performance, Competency & Skills, Learning & Development, and Engagement. Each a fully functional lens that also shares data with the other three.
Goals & Performance: OKR and KPI management, strategic alignment from organization to individual, continuous check-in culture, 1:1 performance dialogue, role-based goal visibility, mid-cycle agility to update targets, real-time progress dashboards, and manager decision support.
Competency & Skills: Role-based competency framework builder, 360-degree assessments with calibration, skill gap identification, development mapping from assessment results, direct connection to performance reviews and goals, and organization-specific configuration of competency types and weights.
Learning & Development: LMS and LXP capabilities, centralized content creation and management, role and department-specific learning paths, automatic completion tracking, mobile and web access, data-driven learning insights, and direct integration with competency scores and performance reviews.
Employee Engagement: Pulse surveys, segment visibility across department, role, seniority, and location, performance integration through the Manager Decision Layer, AI-powered manager action plans, and real-time workforce sentiment analytics.
Yes. Twiser is designed for phased adoption. Organizations start with the lens that addresses their most pressing priority; whether that is Goals & Performance, Competency & Skills, Learning & Development, or Employee Engagement. The data model, user base, and integrations are shared across all lenses from day one, so adding a second or third lens is significantly faster than starting from scratch.
Three stages define how organizations typically grow within
Twiser:
Core: Focus on one area and generate visible results quickly. Go live with a single lens; aligned with your existing structure and processes.
Scale: Add new areas within the same system as priorities evolve. As learning, competency, performance, and engagement data flow together, reporting and governance standards spread across the organization.
Enterprise: Establish a shared performance standard with a common measurement language, aligned cycles, and unified governance. All teams move in the same rhythm; progress, risks, and priorities managed in one place.
Yes. Twiser includes a structured 1:1 meeting module where managers and employees set agendas, track action items, and link discussion topics to active goals and development plans.
Yes. Twiser’s Learning lens supports content upload in SCORM, xAPI, video, and document formats; so organizations can bring existing training content into the system and track completion alongside natively created courses.
Twiser automatically maps competency gaps identified in assessments or 360 reviews to relevant learning content. so development plans are data-driven, not guesswork.
An HRMS or HCM is a system of record. It stores employee data, manages payroll, and tracks headcount. Twiser is a system of performance intelligence. It connects goals and performance, competency development, learning, and employee engagement into a single intelligence layer that explains and improves business outcomes.