Reviews people do not dread
Goals that stay visible all year, 360-degree feedback from the colleagues who work most closely together, and review cycles that finish on time because nobody is chasing a spreadsheet.
Illustration — not live customer data
What Performance gives you
Goals and OKRs
Objectives cascade from company to team to individual, with progress visible to everyone involved.
360-degree feedback
Self, manager, peer and report input on one form, weighted the way your framework requires.
Cycles that close
Quarterly, mid-year and annual cycles with reminders that keep them moving.
Continuous notes
Manager comments captured through the year, so the review is not written from memory.
Calibration view
Compare ratings across a team or department before anything is finalised.
Development plans
Agreed actions recorded against the employee and carried into the next cycle.
Objectives that stay in view
A goal set in January and opened again in December is not a goal. Progress is updated as work happens, and both the employee and the manager see the same number.
- Company, team and individual objectives linked
- Progress updated continuously, not at review time
- Weighting per objective so priorities are explicit
- Carried into the review automatically
Illustration — not live customer data
Input from the people who would know
Self-appraisal, manager assessment, peer and upward feedback on the same competency set, so a rating reflects more than one person's view of a year.
- Self-appraisal opens the cycle
- Peer and upward feedback with configurable anonymity
- One competency framework across all reviewers
- Manager comments threaded against each objective
Illustration — not live customer data
Review cycles that close on schedule
Every stage has an owner and a due date, and the people who are late get reminded without HR having to send the email.
- Stage owners and due dates set at cycle launch
- Automatic reminders to whoever is holding it up
- Live completion tracking across the organisation
- Calibration before ratings are published
Illustration — not live customer data
How teams roll Performance out
Choose the framework
Competencies, rating scale and who contributes to a review.
Set goals
Cascade objectives and agree weightings with each employee.
Launch the cycle
Self-appraisal opens, then manager and peer input.
Calibrate and close
Compare across teams, agree development plans, publish.
Frequently asked questions
Yes. Competencies, the rating scale and the weighting between self, manager and peer input are all configurable, so the system fits the framework you already use rather than the other way round.
That is configurable per cycle. Peer and upward feedback can be fully attributed, visible only to HR, or aggregated so individual responses cannot be identified.
The review moves with the reporting line. The previous manager's contributions are retained and attributed, and the new manager picks up the open stages.
Yes. A quarterly check-in and an annual review can run concurrently with different frameworks and different participant sets.
Try Performance on your own data
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