Phenom
People Manager
Put managers in the driver's seat of their team's development
See Aspirations and Actions
Provide managers with details about their team's career goals and upskilling/reskilling activities.
Personalize Engagements
Empower leaders to create development plans with relevant opportunities to develop their team's skills.
Select Successors Easily
Equip managers with clarity on the best successors inside and outside their team.
Transform managers into your best career advisors
Featured Resources
View all
What It Takes to Lead in Skills Intelligence: Lessons from the First PEAK Matrix® Assessment
Turning Talk into Action: How Alight Equips Managers to Guide Employee Career Ownership
10 Must-Have Features to Look for in Performance Management Software
Drinking Our Own Champagne: Performance Management in a Skills-Based Organization
More to explore
Frequently Asked Questions
Yes. Phenom People Manager includes a Team and Skills Dashboard that shows employee activity, skills makeup, career aspirations, and upskilling progress in one place.
Alight used Phenom People Manager to equip their managers to guide employee career ownership, giving managers the data they needed to have meaningful development conversations rather than relying on memory or outdated performance review notes.
Phenom Data-Driven 1-on-1s gives managers in-depth employee information and AI-suggested talking points before each session. Managers go into conversations knowing what the employee has been working on, what their career goals are, and where development gaps exist.
This shifts 1-on-1s from status updates to meaningful career conversations.
Yes. Phenom People Manager includes succession planning tools that show managers the best internal successors based on skills fit and career trajectory, both within their team and from other parts of the organization.
Managers can plan for role continuity proactively rather than scrambling when someone gives notice.
Phenom Career Planning within People Manager lets managers present career options to employees with a journey map showing the next role, what skills are required to get there, and specific actions to take now. Development plans are connected to actual career paths rather than being generic goals.
Yes. The Team and Skills Dashboard surfaces signals that indicate disengagement or flight risk, including employees who are not progressing, not engaging with development opportunities, or whose skills are becoming misaligned with their role.
Managers can act on these signals before they become a resignation rather than finding out only during an exit interview.
