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‹ All People features
Performance & goals

Goals, reviews and feedback in one place

Open a review cycle, let people set and track their goals, run self, manager and peer reviews with a clear rating, and keep continuous feedback flowing — all on the same employee record.

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Performance that fits how you already work

Your cadence and ratings — no forced curve, no calibration engine to wrestle with.

Review cycles
Open a named period like H1 2026, then assign the reviews that belong to it.
Goals & progress
Everyone sets goals with a category, weight and 0–100 progress they keep current.
Self-assessment
People rate and reflect on their own work before their manager weighs in.
Manager & peer reviews
Assign a manager or peer reviewer; each writes a rating, strengths and areas to improve.
Acknowledgement
A submitted review goes to the employee to read and acknowledge — nothing is hidden.
Continuous feedback
Drop praise or a suggestion any time, shared with the person or kept for managers.

How it works

1
Open a cycle
Set the period and its status.
2
Set goals & assign reviews
People add goals; you assign self, manager and peer reviews.
3
Review & acknowledge
Reviewers submit, employees acknowledge, feedback keeps flowing.

In detail

Cycles
A review cycle is a named period with a status of draft, active or closed. Reviews are assigned within it, and a progress figure shows how many have been submitted.
Goals
A goal is owned by a person, optionally tied to a cycle, with a category, an optional weight and a 0–100 progress. Summaries roll up an average and a weighted completion.
Reviews
Each person can have a self, manager and peer review per cycle. A review carries a 0–5 rating, a summary and strengths/areas to improve, and moves from in-progress to submitted to acknowledged.
Feedback
Continuous feedback notes attach to a person as praise, a suggestion or a note — shared with them or kept private to managers — independent of any cycle.

Related features

HR analytics
Headcount and trends.
Learn more →
Core HR
One record per employee.
Learn more →
Org chart
Live directory.
Learn more →

Common questions

Do you force a rating curve?+
No. Ratings are simple 0–5 numbers your organization interprets itself — there is no forced ranking or calibration engine. You decide what each rating means.
Who fills in a review?+
A self review is filled by the employee; a manager or peer review is filled by the reviewer you assign. Once submitted, the employee reads and acknowledges it.
Can people give feedback outside a review?+
Yes. Continuous feedback notes can be left any time as praise, a suggestion or a note, either shared with the person or kept private for managers.

Run performance on one record

Free tier includes Recruit, Assess and People. No card required.

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