Reviews peopleactually finish.
Run appraisal cycles with weighted objectives and competencies — 70/30 or whatever split fits — plus anonymous 360° feedback from the people who actually work together. Scores roll up into charts HR can act on, not folders nobody opens.
A closer look
Performance in 5 parts.
Straight from the running product — what an administrator sets up, and what everyone else does with it.
Open a cycle in under a minute
Name it, set the window and the rating scale, pick a form template. Annual Performance Appraisal, Peer Feedback and Probation Review ship as defaults; duplicate one to make it yours.
HR admin's view
Everyone, ranked and openable
Each person's score, the change since last period, which sections scored and their grade — filterable by department, team and score, and openable straight into their performance file.
HR admin's view
What the employee sees
Their own goals, the appraisals they still have to complete, and their results once released. No printouts, no surprise ratings in a meeting.
Employee's view
Goals, and how far along they are
Goal coverage across the company and by department, with overdue, gone-quiet and alignment views. A goal is an agreement: until it's approved, and until progress is accepted, it doesn't score.
HR admin's view
The manager's side of a cycle
The active cycle, the appraisal waiting on them, and each report's self, manager and peer forms with their status. Fill in from here; a manager can only submit once the person has done their own.
Manager's view
What's inside
Everything the performance module does for you.
Appraisal cycles
Open a cycle, pick participants, set the window — everyone knows what's due and when.
Weighted scoring
Objectives and competencies each carry a weight, and each objective its own — the final score computes itself.
Anonymous 360°
Peers give honest feedback because names never travel with it — not to managers, not to HR.
Results as charts
Distributions, team averages and outliers in charts — the conversation starts from the same picture.
Everyone in the loop
Participants see their objectives and scores when released — no printouts, no surprise ratings.
Cycles compared
H1 against H2, this year against last — growth is visible, not anecdotal.
How it runs
Three steps, start to finish.
Open a cycle
Name it, set the weights and the window, add participants.
Everyone scores
Self, manager and anonymous peers — each from their own view, on their own time.
See the story
Weighted results roll up into charts, ready for the conversation that matters.
Performance is one of nine modules, already working together.
One login, one people record, no re-keying between systems — and a team who sets it up with you.