⭐ Employee Performance Intelligence
Orbit
Knows before
you need to ask.
By the time a performance problem reaches your desk, Orbit has already seen it coming — weeks earlier — and put the right action in front of the right person to stop it from becoming one.
How Orbit works
Continuous intelligence.
Not periodic reporting.
Most HR tools show you what happened last quarter. Orbit tells you what is happening right now — and what will happen next week if no one acts.
Always listening
Orbit runs continuously across your performance and OKR data — 24 hours a day, across every employee, every team.
Detects the pattern
Not a single data point — but the pattern that emerges across weeks. The kind no manager sees, no dashboard shows.
Builds intelligence
Every pattern is assessed for risk, opportunity or urgency — with a confidence level and a predicted trajectory.
Delivers the action
The right manager receives a specific, practical action. What to do, for whom, and why, right now.
Intelligence Patterns
Six patterns. Dozens of situations.
Orbit is trained to detect six core intelligence patterns — each covering a broad range of real workplace situations. Click any pattern to see it in action.
Disengagement Intelligence
Detects the quiet withdrawal that precedes resignation — weeks before it reaches anyone's radar.
Burnout Intelligence
Identifies the compounding overload pattern in high performers before it becomes a breaking point.
Coaching Intelligence
Surfaces exactly who needs a conversation this week, what it should be about, and how to start it.
Culture Cohesion Intelligence
Reads team fabric health beneath performance scores — detecting fractures while they are still fixable.
Growth & Potential Intelligence
Identifies rising talent months before they surface in formal succession — or resign to a competitor.
Onboarding Intelligence
Detects when a new hire's integration is at risk — in the first 90 days, before the investment is lost.
These six are just the beginning
Orbit is configured to your organisation during implementation — activating additional intelligence patterns specific to your industry, team structure and the performance challenges you are actually facing.
Use cases by role
What Orbit means for your role specifically
Select your role to see exactly what Orbit surfaces for you.
Orbit vs what you have now
Why traditional tools can't see what Orbit sees
Not because the tools are bad. Because they were built to record performance — not to read it.
Orbit in numbers
What organisations achieve with Orbit
Across 100+ organisations in India, UK and the US.
See Orbit applied to your organisation
A 30-minute live demo - real scenarios from your industry, your team size, the challenges you are actually dealing with right now.
Intelligence Patterns
What Orbit detects — and what it enables you to do
Each pattern is described by what Orbit finds and what action it produces. The intelligence behind each detection is proprietary to Worxmate.
Disengagement Intelligence
"The exit you didn't see coming — Orbit saw it 6 weeks ago."
Disengagement rarely announces itself. It accumulates quietly — a gradual withdrawal that looks normal on the surface until the resignation letter arrives. Orbit identifies the disengagement pattern as it forms, not after it has calcified into a decision. It tells the right manager who is at risk, how urgent the situation is, and exactly what to do about it.
Orbit's detection methodology is proprietary. The output: a targeted coaching prompt identifying the specific at-risk employee and the recommended conversation framework.
A senior product manager has been delivering consistently for 2 years. Nobody on the team has flagged anything. She is quietly being approached by a competitor.
What Orbit surfacesOrbit flags a disengagement pattern — 78% confidence — and identifies that the pattern has been building for 4 weeks. Her manager receives a coaching prompt with the specific conversation approach most likely to surface what is really going on.
A software engineer is completing all his OKRs. Performance scores look fine. He has mentally checked out three weeks ago and is job hunting.
What Orbit surfacesOrbit detects the masking pattern — where strong output scores are concealing a genuine disengagement. The flag reaches the manager with a clear note: "Performance metrics are positive. Engagement trajectory is not. Act this week."
Burnout Intelligence
"The person working the hardest is often the one closest to breaking."
Burnout in high performers is the most expensive, most preventable and most consistently missed talent risk in any organisation. It hides behind outstanding output — until the output stops. Orbit identifies the accumulating overload pattern long before the individual acknowledges it themselves, and surfaces it with a specific redistribution or recovery action.
Orbit's detection methodology is proprietary. The output: a specific risk alert with a recommended manager intervention focusing on sustainability.
Your most reliable delivery lead has hit every target for 3 consecutive quarters. She is running delivery for her own team, covering for a vacant role, and mentoring two juniors.
What Orbit surfacesOrbit flags a burnout risk — 82% confidence — and identifies two team members with current capacity to absorb a portion of the cross-team load. The manager receives a specific redistribution recommendation.
A mid-level sales manager has been pushing hard through a tough quarter. His team is hitting numbers. He has begun declining optional team events and cross-functional meetings.
What Orbit surfacesOrbit identifies an early-stage burnout accumulation and surfaces a proactive flag: "Consider a check-in conversation focused on sustainability, not performance."
Coaching Intelligence
"Most managers want to coach. They just don't know who needs it, when, or what to say."
Good coaching requires three things: knowing who needs a conversation, knowing when the moment is right, and knowing what the conversation should actually be about. Orbit provides all three — continuously, across every direct report — so managers spend their limited time on the conversations that matter most, not the ones that are loudest.
Orbit's detection methodology is proprietary. The output: a weekly coaching priority list ranked by urgency, complete with conversation frameworks.
A manager has 9 direct reports. Three are visibly thriving, two are clearly struggling. The remaining four — the ones who most need coaching — never make it onto the agenda.
What Orbit surfacesOrbit produces a weekly coaching priority list — identifying which of the reports needs a specific kind of conversation this week and what that conversation should focus on.
A junior analyst has hit a confidence plateau. She is completing tasks accurately but has stopped taking initiative. Her manager hasn't noticed.
What Orbit surfacesOrbit identifies a growth plateau pattern and sends a prompt: "Consider a stretch conversation this week — not about current performance, but about where she wants to go."
Culture Cohesion Intelligence
"Culture problems don't appear in performance scores. They appear in how people work together."
By the time a culture problem shows up in an engagement survey, it has already cost you. Orbit detects culture fractures as they form — team cohesion degrading after rapid growth, cohort separation after a restructure, psychological safety declining under a new manager — and flags them while they are still straightforward to address.
Orbit's detection methodology is proprietary. The output: a live team fabric health analysis indicating specific fractures and recommended structural fixes.
An engineering team grew from 8 to 18 people. The output numbers are fine. But the original 8 and the new 10 are operating as two separate teams within the same team.
What Orbit surfacesOrbit identifies a cohort separation pattern and flags 6 specific cross-cohort pairings most likely to bridge the divide, alongside noting manager 1-on-1 coverage has dropped.
A new manager has joined a high-performing team. Upward feedback to HR has quietly dropped by 60% over 10 weeks.
What Orbit surfacesOrbit flags a psychological safety decline pattern: "Team-level feedback behaviour has shifted significantly. Recommend a structured team health check."
Growth & Potential Intelligence
"Your next leader is already there. Orbit knows before anyone has nominated them."
Most organisations identify high-potential talent through annual succession planning — by which point, the window to develop them has often passed, or a competitor has already made an approach. Orbit tracks growth trajectories continuously — identifying accelerating development, expanding impact and rising readiness months before they surface through formal channels.
Orbit's detection methodology is proprietary. The output: a trajectory-based high-potential identification alert for talent teams and managers.
A mid-level analyst has been in role for 18 months. She is not on any succession list. Her trajectory over the last two quarters tells a different story.
What Orbit surfacesOrbit identifies a high-velocity growth trajectory: "This individual's development pace places her in the top 5% of her cohort. A stretch assignment is recommended."
A team lead has been labelled "reliable but not ready" in the last two succession reviews. His recent trajectory says the label is no longer accurate.
What Orbit surfacesOrbit flags a readiness shift: "Succession classification may need revisiting for this individual. Current trajectory suggests readiness within 2 quarters."
Onboarding Intelligence
"The first 90 days predict the next 3 years. Orbit watches every one of them."
Most onboarding failures are invisible until month 5 or 6 — when the new hire either quietly disengages or resigns, taking your hiring and training investment with them. Orbit monitors new hire integration from day one — detecting the early patterns that predict successful embedding versus quiet drift — and surfaces interventions while the relationship is still being formed.
Orbit's detection methodology is proprietary. The output: a specific risk flag targeting relational integration vs task completion.
A newly hired senior consultant joined 6 weeks ago. His onboarding checklist is complete, but he has not built a meaningful working relationship with anyone on the team.
What Orbit surfacesOrbit identifies a social integration gap — task completion is high, but relational integration is below the trajectory for week 6. His manager receives: "Recommend a deliberate connection action this week."
A new hire in a remote-first team is performing well. But her integration into informal communication has plateaued early — and her manager is in a different time zone.
What Orbit surfacesOrbit flags a remote integration risk. HR receives a recommendation to assign a local peer buddy and to adjust the manager's check-in frequency.