CHRO/HRD asks: Why Empatyzer can't be used for annual reviews and what safeguards are in place

Empatyzer was not designed for annual performance reviews and does not provide per-person raw results that could be used for formal evaluation or settlements. The product focuses on enhancing communication, self-awareness and supporting conversations in the moment rather than measuring productivity or effectiveness. Built-in functional limits include no export of individual diagnoses, aggregation of metrics at team or department level, and configurable visibility so profiles and responses stay private. Provider access is tightly controlled and logged, customer data is stored separately on EU servers, and contractual terms explicitly prohibit using Empatyzer outputs for employee assessments. Data-processing agreements and DPIA notes define processing bases and retention; the tool does not train models on client data and conversation content is not shared with HR or managers beyond the product. From a technical side, encryption, environment separation and the option for rapid account and data deletion on request further protect privacy. Participation is voluntary, privacy settings let users hide profiles, and the product can only offer communication guidance to help prepare for reviews — it cannot replace formal metrics or HR decisions. Integrations with HR systems or SSO are not required, reducing the risk of linking Empatyzer data to payroll or HRIS. If someone attempts to misuse information contrary to the agreement, access can be audited and violations traced so the company can invoke internal procedures. This mix of functional blocks, contractual provisions and technical safeguards minimizes the risk of Empatyzer being used as a tool for annual reviews.

Summary: Empatyzer supports development and communication, but its functional limits, contractual clauses and privacy protections mean it should not be used for annual performance reviews.