See the work
behind the work.
Performance is more than a number. Hiddn helps organizations recognize the contributions, collaboration, and initiative that traditional metrics overlook.
Resolved 348 tier-2 customer support tickets. Met SLA thresholds across 96% of critical escalations.
Voluntarily stayed 4 hours after-hours during critical hospitalized teammate outage.
Source: Slack #kudos-cx · Aug 14Walked 2 new analysts through first-month shadowing and resolution checklists.
Source: Jira HR-ONBOARD-2026 · Jul 22Resolved critical Finance billing sync failure outside queue, saving month-end closure.
Source: Zendesk Ticket #4821 · Aug 29Why traditional performance metrics fall short.
When reviews solely measure quantifiable outputs, the citizenship behaviors that prevent team burnout, onboard new joiners, and fix systemic bugs go entirely uncredited.
Adams' Equity Theory Inequity
When employees contribute extra organizational effort (helping, onboarding) but receive the exact same reward as those doing bare minimum in-role work, demotivation and turnover follow.
The Visibility Gap
Peer kudos in Slack, runbooks published on Confluence, and informal shadowing rarely make it into formal end-of-year HR appraisal packets.
Flawed AI Ranking Traps
Traditional AI tools attempt to composite human worth into an opaque single score. Hiddn rejects scoring: AI categorizes evidence; humans make the decisions.
What does Organizational Citizenship look like?
Based on empirical research by Organ (1988) and modern organizational psychology, Hiddn groups discretionary workplace contributions into four distinct areas:
Helping Colleagues
Altruism & Mutual AidVoluntary assistance given to co-workers with specific tasks, emergency shift coverage, debugging assistance, or supporting peers under heavy workload.
Mentoring & Onboarding
Knowledge TransferGuiding newly hired team members, conducting bootcamps, shadowing juniors, and transferring domain knowledge beyond formal job descriptions.
Cross-Team Support
Silo BreakingAssisting other functional departments (e.g. engineering unblocking finance, support unblocking sales) to resolve cross-departmental bottlenecks.
Organizational Initiative
Proactive StewardshipAuthoring shared runbooks, improving onboarding templates, proposing architectural standards, and volunteering for company-wide improvement drives.
How Hiddn works in 3 clear steps.
Transparent, evidence-backed evaluation with human oversight at every stage.
Opt-in Evidence Gathering
Employees explicitly opt-in. Signals are collected strictly from designated public peer kudos channels, onboarding checklists, and shared issue trackers.
AI Classification & Provenance
AI categorizes raw records into the four OCB dimensions, providing confidence levels and exact quote provenance. No black-box scores are produced.
Manager Review & Employee Contest
Managers confirm, adjust, or reject suggestions with qualitative notes. Employees retain full visibility and can formally contest or clarify any record.
KPI & OCB Guidelines: A Friendly Playbook
Understand how performance and citizenship contributions are recognised, reviewed, and kept fair.
Points are recognition, not competition. No leaderboards or forced curves.
KPI results and voluntary OCB contributions remain strictly distinct lines.
Quarterly point caps prevent burnout and protect genuine voluntary helping.
Built around privacy, transparency, and human agency.
Hiddn is strictly anti-surveillance. It does not monitor keystrokes, webcam feeds, or private DMs. Every participant maintains control over their participation.
Employees can opt-in or opt-out at any time with immediate cessation of signal processing.
Every AI-suggested contribution explicitly references the exact channel, timestamp, and verbatim quote.
Employees can dispute classifications or provide additional context directly through their personal workspace.
No automated hiring, firing, or bonus decisions. AI assists discovery; managers carry accountability.
Ready to experience fairer workplace recognition?
Explore the interactive Hiddn prototype as a People Manager or as an Employee.