Traditional performance reviews have become an annual or semi‑annual ritual that few believe in and many fear. They are time‑consuming and imprecise, and in the end no one feels they reflect people’s true value.
Meritboost introduces a new approach to merit management. It is simple, frequent, and fair. It turns feedback into motivation and recognition into real progress.
Let’s explain why.
Employee recognition is often praised as a cornerstone of a strong workplace culture. It’s credited with boosting morale, driving engagement, and helping people feel connected to the company’s mission. And many organizations already have programs in place, annual reviews, awards, kudos systems that aim to do just that.
But despite good intentions, recognition doesn’t always have the impact we hope for. Even in companies with structured processes, something often feels off. The results can be uneven: some employees feel deeply appreciated, while others quietly wonder if their efforts are really seen.
The problem isn’t that recognition doesn’t work, it’s that it’s not working as well as it could. Too often, our methods are built around convenience or tradition rather than transparency, fairness, and real understanding of what people contribute. The consequence is subtle but powerful: missed opportunities to inspire, motivate, and help employees grow.
Everyone talks about merit. But when it comes time to assess and recognise people’s work, things get complicated.
Effort often goes unnoticed. Recognition feels inconsistent. Some managers wish they had clearer criteria, while HR teams are left trying to balance fairness, motivation, and results, often without the right tools or the trust of their teams.
Even with the best intentions, traditional appraisal systems tend to create frustration, not motivation. And the outcome is predictable: less engagement, more turnover, and a weaker culture.
That’s exactly why we created Meritboost.