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 4 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.
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Results as a picture, not a folder
Rating distribution and average by department, then a per-employee summary showing progress, status and overall score — filterable by department or manager, and openable straight into the appraisal.
/hr-lounge/performance
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.
/performance · CAPTURE PENDING
An employee's own goals, appraisals to complete, and released results.
drop the capture at public/shots/performance-mine.png
Feedback from outside the building
Build the customer satisfaction form — rating scales, weights, required questions — and it gets emailed when a task completes. The answers land on the employee's record as a real, external signal.
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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 record of truth, no re-keying between systems. Try the whole suite with your team.