Every goal tracked, every review on schedule.

See how KPIs are set, tracked through the cycle, and how appraisals move from self-review to a recorded final rating.

From goals to a recorded rating.

One performance cycle, end to end. Goals are set per role, tracked through the period, and appraisals route from self-review to a final rating.

Goals defined per role, not guessed at.

KPIs are set for each employee based on their role, giving both the employee and manager a clear view of what success looks like.

KPIs per role or individualTargets in percentageLinked directly to the appraisal cycleManager and employee see the same data

Goal

Priya Singh

On track

KPIClient retention rate

Target90%

Progress78%

Progress, visible before the review.

Goals and key results are not a surprise at appraisal time. Employees track their own progress and managers see where their reports stand throughout the review period.

Progress updated through the cycleManagers see direct reports' progressHistory across past review periods

Team progress

Q1 review period

In progress

Aarav M.82%

Priya S.64%

Karthik R.91%

Input from everyone who actually works with them.

Feedback is not limited to the manager's view. Peers, reportees, and managers all contribute, giving more perspectives on performance.

From managers, peers, and reporteesCustom questionnaires, optional anonymousClear status: Pending, Completed, Reviewed

Multi-rater feedback

Karthik R

Collecting

ManagerCompleted

Peer 1Completed

Peer 2Pending

ReporteePending

From self-review to final rating, one connected flow.

Open a review period and the same flow carries each appraisal from self-progress tracking to manager review to a recorded final rating, all in one place.

Annual, quarterly, or monthly periodsSelf-progress with self-rating and commentsManager review against goalsFinal rating recorded on the review

Appraisal flow

Q1 cycle

In progress

Self-progress trackingDone

Manager reviewIn progress

Final ratingNot started

Every employee's review, one view.

HR does not have to chase managers for status updates. Every appraisal across every employee is visible from one place, with each review's current status at a glance.

Appraisal status across the organisationPending, completed, or reviewedRatings feed promotion recommendations

Appraisal tracker

All employees

Live

Aarav M.Reviewed

Priya S.Completed

Karthik R.Pending

Sneha G.Pending

Performance questions, answered.

Can KPIs be changed mid-cycle if priorities shift?

Yes. Objectives, key results, and KRAs are editable records, so goals can be updated within a configurable review period if priorities shift.

Is 360 feedback mandatory for every review cycle?

No. Multi-rater feedback collection (from managers, peers, and reportees) is optional, so some cycles can include it while others run on manager review alone.

Does the appraisal outcome link to compensation revision?

Performance outcomes feed a promotion-recommendation pipeline that captures a recommended role and increment percentage, which HR can use to inform compensation and promotion decisions.

Can managers see appraisal status for their entire team at once?

Yes. Managers get visibility into their team's appraisal progress, using subordinate-tree views across review stages.

Make every review cycle run on time.

KPIs set per role, progress visible through the cycle, and appraisals from self-review to a recorded final rating.

Book a demo Talk to us