Key Takeaways
- Clear goals (OKRs or KPIs) aligned to company priorities are the foundation.
- Regular check-ins beat once-a-year reviews.
- Data-backed reviews and calibration make appraisals fairer.
Many companies dread appraisal season because goals were vague and feedback was rare. Software helps make performance management continuous.
Core features
- Goal setting with OKRs or KPIs
- Cascading goals from company to teams
- Weekly/monthly check-ins
- 360-degree feedback
- Self and manager reviews
- Calibration
- Link to increments and bonuses
OKR vs KPI
| Aspect | OKR | KPI |
|---|---|---|
| Purpose | Ambitious improvement | Ongoing performance |
| Timeframe | Quarterly | Continuous |
| Example | Increase repeat customers by 20% | Monthly sales vs target |
See HRMS features.
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Frequently Asked Questions
What is performance management software?
Software that manages goals, check-ins, feedback and appraisals.
Should we use OKRs or KPIs?
Many companies use both: KPIs for ongoing metrics and OKRs for improvement goals.
How often should check-ins happen?
Monthly or fortnightly check-ins work well for most teams.
Can performance link to payroll?
Yes, ratings can inform increments and bonuses processed in payroll.
