Customer story · Armstrong Fluid Technology

Armstrong turns performance into a living rhythm across the business.

Armstrong wanted the configurability of a dedicated performance platform without losing the intelligence needed to see risk early. Klaar connected performance to the systems and signals already driving the work.

September 10, 2022 · 7 min read

Measured impact

What changed after Klaar.

94%review completion

10+ hrssaved per manager

11%retention improvement YoY

The problem

The process could record performance, but not help leaders manage it.

Reviews were largely manual and goals were tracked informally. An HRIS could automate forms, but Armstrong wanted a system that could fit its culture, connect to the business, and surface what needed attention before the quarter was over.

The shift

Performance moved into the flow of work.

Klaar brought Reviews, Goals, Calibrations, 1:1s, and Engagement Surveys into one system. Jira and Salesforce integrations helped keep goals current, while confidence and sentiment signals gave leaders a more live view of performance.

Review completion reached 94%.
Managers saved more than 10 hours each during the review cycle.
Monthly goal update rates reached 82%.
Retention improved 11% year over year.

What changed

Managers coached with context. Leaders acted with foresight.

Performance stopped being a quarterly ritual. Managers had more context for coaching, HR spent less time coordinating the process, and leaders could intervene on goal and engagement signals earlier.

From performance process to performance signal.

The change was not more process. It was connecting the context already being created and making it useful earlier.

Before Klaar

Manual reviews

Static forms and informal goal tracking created lag.

With Klaar

Connected signals

Reviews, goals, surveys, and business systems informed one another.

What leaders gained

Fewer surprises

Confidence and sentiment data showed where intervention mattered.

From the customer

“Klaar helped us scale our culture of high performance, not change it. That’s what makes the biggest difference.”

Monisha Tambay, Director of HR, Armstrong

Business impact11%retention improvement

A stronger feedback rhythm and better performance visibility supported year-over-year retention gains.

Armstrong gained a performance system that could evolve with the organization. The value was not another layer of HR administration. It was better information at the moment leaders needed to act.

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