Performance Management software
Reviews, goals, and feedback — in one accountable system.
A complete performance management module covering annual reviews, mid-cycle check-ins, 360-degree feedback, goal tracking, and calibration. Built around documented behavioral evidence, not impressionistic ratings.
What's on this page
- The opinion behind it — what this module does and why it's built this particular way.
- Key capabilities — a tactile list of the actual features in the module.
- Who it's for — company stage, team size, and the kind of HR operator this fits.
- Documents that pair with it — $49 templates available right now that work with this module.
- Connected modules — how this fits in the wider system.
- Frequently asked questions — the things prospects most often ask before deciding.
What this module actually does.
Performance management is the part of the HR system most often reduced to a once-a-year checkbox. Most software treats it that way — annual review form, save it to a file, move on. We are building it differently.
Our performance management module is built around the idea that the *quality of the documentation* matters more than the frequency of the conversations. Three substantial conversations a year, properly captured, outperform twelve unstructured check-ins. The module supports both — but it makes the substantial conversations harder to skip.
Every review captures three things: behavioral evidence (with date and context, not vague impressions), the conversation actually had (manager-employee dialogue, both sides), and the decision documented (rating, justification, next steps). The output is a defensible record that supports promotion, pay, and — when necessary — termination decisions that hold up under scrutiny.
What you can actually do with it.
- 01Annual performance reviews with customisable competency frameworks
- 0290-day new-hire reviews with continue / extend / terminate decision framework
- 03360-degree feedback with rater anonymity and bias-aware aggregation
- 04Goal setting with SMART criteria and quarterly check-in cadence
- 05Calibration sessions with manager-to-manager rating comparison
- 06Performance improvement plans (PIPs) with structured documentation
- 07Self-evaluation prompts that surface employee perspective
- 08Multi-language support for global teams (release later in 2027)
- 09Integration with compensation module for merit-cycle decisions
- 10Audit trail of every review change, signature, and acknowledgement
The right fit, honestly.
Mid-sized organisations (50–500 employees) that have outgrown free templates and Google Forms but find Workday and BambooHR overpriced and over-featured for their stage. People-first managers who need their tooling to support real conversations, not gamify ratings.
The performance management templates, ready now.
Many of the documents that power this module are available individually right now. Buy what you need today; the system arrives when you're ready for it.
Annual Performance Review
A complete template for yearly employee evaluation.
90-Day New Hire Review
Probationary period assessment & decision framework.
360-Degree Feedback Review
Multi-rater feedback with bias-aware interpretation.
Where this fits in the wider system.
What you might be wondering.
When is the performance management module available?
Spring 2027 — that's when the module enters general availability. In the meantime, the three review templates that anchor the module are available now as $49 individual documents in the library.
Does it integrate with our existing HRIS?
At launch the module is standalone and integrates with email and calendar (for review scheduling) and Slack (for feedback prompts). Native integration with BambooHR, Rippling, and Workday is on the late-2027 roadmap.
Is this for individual contributors only or does it cover managers?
Both. The 360 module and manager-leadership competencies are part of the same product.
Buy a performance management template today.
The documents that power this module are available individually now. The full module ships when it's genuinely useful — not before.