Is anyone else’s organization using Pega data at the individual staff level for performance management?
In our org, it’s essentially become an expectation—even though HR has positioned it as more of a supporting tool rather than a primary driver. The messaging from leadership, however, feels very different and much more directive.
Also, how are teams validating the accuracy of this data? It’s hard to fully rely on it when even recurring reports from the Coda team aren’t consistently running without issues.