עב Book a demo

Employees

Every employee, measured by the hour. Not by revenue.

Personal conversion, a fair role-aware score, and a bonus where every employee sees what is still missing. All measured per working hour.

Book a demo See how it works

The EYEZ employees module joins the till, the time clock and the visitor count, and measures every employee by what happened during the hours they worked. Each employee gets a performance score and an economic-value score from 0 to 1000, personal goals, bonuses and alerts.

From the shift to the bonus.

A fair score, by the hour.

The till, the time clock and EYEZ sensors together show how many visitors on each shift bought from each employee. Each of the performance score's 11 components is set against the team average, and warehouse staff are never judged on sales.

What every employee returns on their cost.

The economic-value score has 4 components: output per cost, profit per hour, sales per hour and value trend. Cost covers hourly pay, an employer-cost multiplier and a fixed addition, and similar-scoring network peers set a recommended pay range.

A bonus you write in words.

Describe a personal or team bonus in words, on sales, revenue or profit. AI builds the rule, up to 8 conditions and tiers, and simulates it on the last 3 months. Then follow each employee's accrual and what is still within reach.

How many staff each hour needs.

EYEZ learns how many employees each traffic level needs and when a short-staffed rush hurts conversion. For the next two weeks: expected load and peak hours, holidays by the same holiday last year, and who should be on shift on peak days.

Alerts with context. Talks with follow-up.

There are 16 alert types, from a falling score or conversion to unusual returns, discounts and sales without attendance, each with the store's context. Talks record what was agreed and when to check again, and alerts follow the commitments.

Everything it measures and manages

Data and scores

  • Three sources, every hourThe till, the time clock and EYEZ sensors update on their own every hour with no file uploads, and a "What opens for you" screen shows what is connected, what is missing and what each missing piece would unlock.
  • Matching across systemsA seller code at the till and an employee on the clock are recognised as the same person by name similarity and the overlap of sales and hours, and when unsure the system suggests a match and asks for approval.
  • It asks, it does not decideWhen an employee vanishes from the data or sells without clocking in, the manager is asked whether they left, are still working, or are measured without a clock.
  • Performance score11 components: personal conversion, contribution to the store, average sale, performance under load, items per transaction, stability, returns, discounts, selling alone on a shift, flexibility between stores and audience fit.
  • Economic-value score4 components: output per cost, profit per hour, sales per hour and the value trend, in short what every employee returns on their cost.
  • Fair and role-awareEach component is measured per hour against the average of the employees in the same period, a warehouse worker is never judged on sales, and every component has a one-sentence "why?".
  • A score that refuses to misleadNo score under 10 transactions or when more than 30% of sales fell outside clocked hours, and partial data is marked "provisional score".

Rankings and the employee card

  • Rankings by store, area and networkSort by any metric, an official ranking from 50 hours in the period, a table of every employee against every metric and a network-wide employee search with area filters, with export, PDF and WhatsApp.
  • Overview and focusWhat stands out, where to improve and a practical recommendation, plus one-click insights with a period, a comparison base and a likelihood for each.
  • Impact on the store and teamWhat happens to conversion and visitors in the hours the employee is on shift, against similar days without them.
  • When they sell moreA day and hour map of when the employee sells more or less than their own usual, after neutralising the load.
  • Audience fitHow the employee sells on shifts when most visitors are women or men, younger or older, in aggregate and with no personal identification.
  • Pairings, products and suppliersWho the employee does well with on a shift, strong and weak categories, and discounts by stock age.
  • Month by month and special tasksA score for every store the employee worked in, store moves and role changes marked, and a store opening, a renovation or a stock count never hurts the ranking.

Goals, pay and bonuses

  • Personal goalsPassive, realistic and optimistic, from the employee's own good weeks, with the next goal a step of about 5%, its reasoning and a confidence level.
  • Pay and costHourly pay, an employer-cost multiplier and a fixed addition, with effective dates, set per employee, store or network.
  • Bonus rules in wordsPersonal or team bonuses on sales, revenue or profit, with up to 8 conditions and tiers, built by AI from your words and simulated on the last 3 months.
  • Month to dateWhat each employee has accrued so far, a month-end forecast, and "bonuses still within reach" with the exact gap.
  • Economic valueEmployment cost, attributed profit, profit per hour and output against cost, with a profit against cost chart.
  • Recommended pay rangeAn hourly range based on peers in your network with a similar performance score.
  • My performanceAn employee sees only themselves, on a screen made for the phone: four metrics against the team average with no names, goals, what was agreed and, if the manager chooses, the bonus and the store's analytics.

Staffing, follow-up and permissions

  • Staffing standardA weekly, monthly or daily standard, or a formula of one employee per so many expected visitors an hour, and a check of whether going over it paid for itself.
  • Team effectHow many employees each level of traffic needs, when load hurts conversion, busy hours with too few staff, and which pairs of employees sell better together.
  • The next two weeksExpected load and peak hours for each day, with holidays read from the same holiday last year, who should be there on peak days, and good pairings.
  • Employee alert centre16 types, among them a falling score or conversion, unusual returns and discounts, sales without attendance and output per cost, each with the store's context, plus 2 to 4 alerts suggested for each employee from their last 90 days.
  • Talks with the employeeWhat was agreed and when to check again, alerts that follow the commitments, and a prep report with strengths, points to improve, the trend and the next goal, in PDF and on WhatsApp.
  • Permissions down to the employeeView, manage, pay and rewards, or full, limited to specific employees when needed, with pay blocked on the server, not only hidden on screen.
  • Connected to the whole systemA team line in the SMS, the overview and the comparisons, an employees chapter in the management report, and an advisor that knows each employee's last 30 days and half year, without pay or cost.

How it works

  1. We connect

    The till, the time clock and EYEZ sensors are connected, and from then on the data updates itself every hour, with no file uploads.

  2. It matches and asks

    It works out which till seller code belongs to which employee on the clock, and asks the manager wherever it is not sure.

  3. You get scores, goals and bonuses

    Every employee gets two explained scores, a personal goal and a bonus accrued from the 1st of the month, and can see themselves on a "My performance" screen on the phone.

In numbers

two scores for every employee: performance and economic value
components across the two scores
alert types on every employee
hours in a period before the official ranking

Frequently asked questions

Will employees feel they are being watched?

The measurement is open and fair: the score fits each role, and every component is explained in one sentence. Each employee sees themselves, their goals and their bonus on "My performance", and the system asks before it decides.

How is someone who does not sell, like a warehouse worker, measured?

By their role. A warehouse worker is never judged on sales, and every component is measured per hour against the average of the employees in the same period.

What if there is not enough data on an employee?

Then there is no score. There is none under 10 transactions or when more than 30% of sales fell outside clocked hours, partial data is marked "provisional score", and the official ranking starts at 50 hours in the period.

Do we need to upload files from the till and the time clock?

No. The till, the time clock and EYEZ sensors are connected and update automatically every hour, and the system matches till seller codes to employees on the clock by itself.

Who can see pay?

Only users with the pay and rewards permission or full access. Pay is blocked on the server, not only hidden on screen, and the AI advisor knows employee data without pay or cost.

How do we set up a bonus rule?

You write it in words. AI turns it into a structured rule, personal or team, with up to 8 conditions and tiers, and tests it in a simulation on the last 3 months before you switch it on.

Let's look at your team.

In a short demo we'll show you how each employee is measured, how a bonus is built, and what it can do for the way you run your team.

Book a demo Talk to us