Kinetry coaches the 24 behaviors that drive your team.
Each person is scored on all 24, every month. Every gap comes back as plain-language coaching with cited evidence — development plans, 1:1 prep, concrete next actions. Act on it, and next month's scores show what moved.
Free for a leader and 5 people, forever.
No engagement survey shows you this
Which pairs compound — and which share a gap that can become a team norm.
Dan & Eve are both strong in Collaboration & Culture — pair them on the organizational reset.
Ben & Dan share a gap in Ownership & Execution — don't let them co-own delivery.
How it works
Type them in or paste a spreadsheet. In single-rater mode nobody else needs an account.
About 6 minutes per person. Or invite everyone and run a full 360 — peers, manager, and self.
Every cycle: each person's scorecard, coaching with cited evidence, the relationship map, and the printed report.
You don't run the ritual. Kinetry does.
A monthly cycle only works if it happens every month. Kinetry opens it, collects it, chases it, closes it, scores it, and puts the team conversation on the calendar — without an admin remembering anything.
- Day 1Cycle opens
Everyone with assessments to give gets one email with their list.
- Mid-monthOne reminder
Only the people with work still open — one nudge, never more.
- 3 days outCoverage warning
You see exactly who would publish without scores if it closed today.
- Close dayScored automatically
Every scorecard, the team map, and the report — plus results email.
- 2 days afterTeam review on the calendar
A 20-minute agenda and a calendar invite: the number, who moved, the focus.
- MondaysThe leader brief
One weekly email — collection progress, follow-through, waiting invites. Only when there's something to say.
How each behavior is measured
Manager, peers, and self — or a single advisor. Whoever is actually placed to see the behavior.
How consistently they observe it: Rarely → Occasionally → Frequently → Consistently → Role model.
Specific signs to look for, so a rater judges observable actions — not a vague trait.
Harsh and generous raters are statistically evened out, thin data is suppressed, and every score is tracked month over month.
See what changed after the coaching people kept
Kinetry ties the commitments people kept to how those exact behaviors then moved — so the conversation starts from what happened, not from what everyone remembers.
From the live demo (fictional company) — see it computed. Your own numbers appear once your first cycle is scored.
Every cycle also produces the print-first Cycle Impact Report and a 1:1 coaching packet per person — both in the live demo.
Priced for the size of the team, not the size of the company
Most tools in this space are bought the way big companies buy software.
| Tools sized for bigger companies | Kinetry | |
|---|---|---|
| Contract | Annual, with a sales call to start | Monthly — cancel anytime |
| To begin | Published minimums of $4,000–$10,000+/yr (Lattice, PI); sales quotes elsewhere | Free for a leader and 5 people, forever |
| Smallest paid step | Dollar or seat minimums are common | One seat at $12/mo, no minimum on Team |
| Getting data in | An implementation sized for an HR team | Paste a spreadsheet of names — no implementation project |
Competitor terms per our July 2026 review of 23 products, re-checked for the five closest in August 2026 — sourced detail on the comparison page. Already run an engagement survey? Keep it — it measures how people feel; Kinetry measures how people work.
Built to be trusted, not feared
Kinetry is a coaching tool, not an evaluation system — and the scoring is built so no one can weaponize it:
- It reads nothing — no email, no chat, no calendar. The only input is the assessments your people knowingly submit.
- Harsh and generous raters are statistically evened out — who rates you doesn't decide your score.
- In 360 mode, any behavior with fewer than 3 raters is suppressed — no number one person could have produced, and no way to trace who said what. In advisor mode the assessor is a single named advisor by design, shown on every score.
- It's built for development, not evaluation — not the sole or primary basis for pay, promotion, or termination.