Describe the situation. ANCHOR surfaces what you might have missed — before it matters.
Before you act, make sure you've seen what might be invisible.
Enter your work email to receive your receipt — and a prompt when your next decision point arrives.
Your email delivers your receipt and one follow-up. Nothing else. Unsubscribe any time.
Is there anything that changes these flags?
e.g. "I've already had that conversation" or "We explored adjustments last week."
Add what you've decided. This completes your Decision Receipt and gives you a timestamped record.
A Sprint gives your Head of People seven days of receipts like this one — every flag, a pattern report, and a debrief on what your managers are missing before it escalates.
Use the tool on a real decision first — then come back here to send your Head of People the data.
Most manager decisions don't fail because of bad intent. They fail because the right question wasn't asked at the right moment.
This tool gives you that question — structured, specific, and grounded in the type of decision you're facing — before you act, before you have the conversation, and before the situation compounds into something harder to resolve.
You describe what's happening. ANCHOR surfaces the considerations you might have missed: the invisible factors beneath the surface, the questions worth asking before you decide, and a risk assessment that tells you whether this needs People team involvement before you move.
It takes three minutes. It costs nothing. No sign-up, no data stored, no permission needed from anyone.
Not a training course three months later, and not a People team escalation that could have been avoided. It's used most often for:
Performance concerns
Where output has dropped and you want to know how to handle the performance conversation before a formal process takes over.
Absence and return to work
Where an employee is back from a health-related absence and you're deciding what full capacity looks like.
Workplace adjustments
Where a disclosure has been made and you're not sure what you're required to do versus what would actually help.
Conduct or behaviour
Where something has happened that looks like a disciplinary issue but might have a different cause underneath.
Promotion and progression
Where you're about to make a commitment or withhold one and want to check what you haven't considered.
Exit and termination
Where a situation has reached a point of no return and you want a record that shows you thought carefully before acting.
The free tool is one part of ANCHOR. It's designed as a starting point — the version built for People teams adds pattern visibility across multiple managers, a closed-loop response system, and board-level reporting on where risk is concentrating.
Find out how ANCHOR works for People teams →UK employment tribunal records consistently show the same pattern: managers who made decisions that looked reasonable in isolation, without the question that would have changed the outcome.
In Merchant v BT, a performance process ran its course without anyone asking whether the role design was creating a barrier for a dyslexic employee. The tribunal found for the claimant. Not because the manager was negligent. Because the framework they were working inside didn't prompt the question that would have changed what they were looking at.
Merchant v BT — Employment TribunalThe question that wasn't asked is always cheaper to ask than the outcome it prevents.
Performance management done well is not about following a process. It is about asking the right question before the process takes over. This tool is built for that moment — the thirty seconds before you decide, before you send the email, before you have the conversation.
Yes. Completely free. No sign-up, no credit card, no trial period. You can use it up to three times per week.
The free tool is built for you as a manager — one decision, one receipt, one moment of clarity before you act. Your Head of People sees nothing. There's no pattern data, no dashboard, no way to know what's happening across your team.
That's what the paid tiers are for. A Sprint (£1,000 / 7 days) runs three real decisions from your organisation through ANCHOR. Your Head of People gets a live dashboard — every receipt, every flag, a debrief on what your managers are missing. A Pilot (£5,000 / 10 weeks) takes it further: ANCHOR runs live across your managers, patterns emerge across every decision, and your People team gets a board-ready ROI report showing what changed and where risk was caught before it cost anything. The data is what changes how your People team operates — from reacting to individual situations to fixing the conditions that cause them.
Why no one asks the right question before a performance conversation — and what Merchant v BT tells us about the gap in every performance process.
Read the full breakdown →What ANCHOR does for People teams — and how a Sprint works.
ANCHOR for Heads of People →