Unlock actionable insights with Peoplelogic to improve organizational health, streamline processes, and enhance team engagement

The Silicon Review

Peoplelogic was founded by Matthew Schmidt, drawing from his personal experience while scaling his previous company. Schmidt led that business to a successful exit, but not without encountering significant challenges along the way—high attrition rates, decreased performance, operational inefficiencies, and ultimately, burnout within the team. These obstacles highlighted the need for a more efficient way to scale businesses while fostering high-performing teams and sustainable cultures. After exiting his company, Schmidt set out to create a solution that would help other organizations thrive in today’s rapidly evolving work environment. From this vision, Peoplelogic was born. The company focuses on empowering businesses to scale effectively by prioritizing the development of high-performance cultures. Peoplelogic achieves this by offering AI-enabled tools that integrate seamlessly into existing workflows, enhancing the overall employee experience, and highlighting opportunities for growth and organizational success.

Peoplelogic’s core philosophy is the concept of agile performance management—a modern approach that emphasizes flexibility, adaptability, and a deep understanding of employee needs. Whether it’s providing autonomy, setting meaningful goals, or facilitating constructive feedback, the company believes that performance management should be fluid and responsive to change. Peoplelogic supports this approach with 12 key principles that guide its clients in modernizing their people strategies. More than just a software platform, Peoplelogic positions itself as a partner to businesses, offering tailored onboarding, best practices, and coaching for HR leaders and managers. The company provides a comprehensive solution that not only streamlines performance management but also helps organizations foster engagement, boost efficiency, and improve long-term outcomes.

With Peoplelogic, organizations are empowered to build strong, aligned teams that are ready to scale in the fast-paced world of modern business.

In conversation with Sarah Katherine Schmidt, VP of Customer Experience at Peoplelogic

Q. Peoplelogic emphasizes an agile performance management framework to improve organizational performance and health. How does this unique approach help businesses improve areas like engagement, productivity, collaboration, and communication?

As organizations face internal and external threats, it’s crucial to not just acknowledge that people are their greatest asset, but to put real action behind that sentiment. Traditional ways of leading and managing, relying on gut instinct or the “I feel this person is doing well” mentality, are no longer effective. Employees today want changes in how goals are set, how they’re measured, how much ownership they have over their work, and how frequently they receive feedback. Agile performance management helps align organizational goals with individual aspirations, fostering a more motivated and high-performing workforce. It emphasizes psychological safety, along with the behaviors and outcomes that contribute to high performance. And with our platform, we guide companies in creating an intentional employee experience that ultimately improves engagement, productivity, and retention.

Q. What strategies do you recommend for companies to ensure smooth adoption and integration of new technologies across different departments?

I love this question because it’s actually both strategic and tactical! From a strategic perspective, we work closely with customers to manage the change process. We follow a proven change model called ADKAR, which was developed by Prosci over 30 years ago. The key is creating buy-in from leadership, raising awareness among the broader team, and turning managers into “change champions.” It’s about helping everyone understand the motivation behind the new technology, the behaviors expected from them, and the ideal state you’re working toward. By approaching change holistically, starting from the top and ensuring knowledge and understanding throughout the organization, companies can adopt new technologies smoothly.

In terms of tactical approach, we always emphasize a phased rollout when it comes to adopting new tools or processes. We encourage our customers to pick one to three areas to focus on driving engagement and productivity. This sets them up to get some quick wins in terms of new processes and the new platform and then to build thoughtfully from there.

Q. How does Peoplelogic assist organizations in identifying early signs of burnout and disengagement? And once identified, how do you help them address these issues?

There’s a continuous feedback loop, regular one-on-ones, and both quantitative and qualitative engagement measures that help organizations tune in to how employees are feeling. It’s about creating an environment of psychological safety, which requires managers to have high emotional intelligence.

One example that comes to mind is a company that had just gone through their Series A funding and started noticing some attrition. They partnered with us to get actionable insights from our platform to back up their gut feelings. We helped them pinpoint issues like too many meetings, low levels of collaboration, and how that impacted productivity. By addressing these early signs, they were able to have more open conversations with their team and ultimately curb further attrition.

Q. Over the past two years, remote and hybrid work has become the norm. How does Peoplelogic help distributed teams maintain collaboration, engagement, and productivity?

Peoplelogic actually launched just a few months before the pandemic, so we quickly shifted our focus to supporting remote and distributed teams. Our platform provides data-driven insights into team productivity, engagement, and collaboration through tools like organizational network analysis.We give managers proactive recommendations on things like where new hires are finding connection—or not—within the team, where burnout may be lurking, and which routines and rituals need reinforcement. In a remote environment, it’s essential to rely on real-time data to understand how work gets done, and that’s where Peoplelogic shines. We enable distributed teams to stay collaborative, engaged, and productive by providing those insights when they need them most.

Q. Can you share a success story of how your company has helped a client improve their organizational performance?

Absolutely! We have a customer who has been with us for about three years now and have seen some incredible growth— doubling their headcount just in the last year. With that kind of exponential growth, they were running into some serious growing pains, especially around their internal processes.

They were certified as a “Best Place to Work,” scoring 90% in their region, but they were using some outdated tools. Everything from Word to Outlook to spreadsheets was part of their performance management process. They were emailing template forms back and forth, but it wasn’t really working for them. Managers didn’t have the chance to review documents beforehand, which made feedback conversations less effective.

They were really focused on keeping their employees happy and engaged, so when they turned to Peoplelogic, it was all about addressing those challenges head-on. The result? The team became more efficient, feedback cycles improved, and they were having richer conversations around performance. Our platform integrated with the tools they were already using, which made the transition easier, and now they’ve successfully onboarded a new team following a merger. They’re using our platform for performance reviews, training, and maintaining alignment as they continue to grow.

Q. What does the future hold for Peoplelogic and its customers?

Right now, our primary focus is on agile performance management—helping organizations move away from the traditional, rigid model to something more dynamic and continuous. We see a future where performance isn’t just about internal processes but is strategically aligned with both internal and external factors. We’re also leveraging AI to help organizations better understand the interconnectedness of their teams, make data-driven decisions, and build high-performing, engaged teams. Over the next five years, we want to transform the way 5,000 organizations work, helping them manage performance more effectively, build stronger teams, and ultimately drive growth and revenue.

Sarah Katherine Schmidt VP of Customer Experience