Performance PRO

Start every review cycle with clarity: set objectives, nominate the right voices for input, and tie outcomes to rewards without juggling multiple tools. Managers create individual and team OKRs, define KPIs, and ask employees to indicate confidence levels. Employees pick their own raters for a 360, share evidence of progress, and use 1:1 agendas to keep weekly coaching concrete. Real-time notes, check-ins, and self-appraisals flow into a single timeline, making it easy to adjust targets, document wins, and close gaps before deadlines arrive.

Turn development into a repeatable habit. Build competency profiles, map current skills, and auto-generate individual development plans with courses, stretch assignments, and due dates. Segment your workforce by role, location, or tenure to tailor goals and learning paths. Launch quick pulse surveys to gauge sentiment after org changes, or spin up deeper assessments using templates and a central question library. Allow anonymous input when needed, then route follow-ups through chats, 1:1s, or group updates. Employees manage their own profile, attach artifacts, and track growth from a self-service portal; managers get custom dashboards highlighting what matters this week.

Make recognition timely and meaningful. Configure badges, points, and social shout-outs for milestones, peer support, and cross-team wins. Give managers a simple way to nominate awards and trigger spot bonuses when someone acts on coaching or surpasses targets—no spreadsheet wrangling. Approval steps follow your custom workflow, while SSO keeps access simple and secure. Analytics show participation rates, top contributors, and impact on goals; benchmarking lets you compare recognition and performance across teams so you can coach where momentum lags.

Plan pay decisions with confidence using Compete. HR maps roles to market bands, visualizes disparities by level or location, and documents the factors behind each band so managers can explain pay ranges without guesswork. Run a full cycle end-to-end: lock data, set guardrails, model raises and bonuses, allocate budgets, and publish statements—all linked to verified KPIs and OKR results. Share clear summaries with employees that connect outcomes to rewards, and export audit-ready reports for finance and leadership. A practical rhythm might look like this: Monday—review KPI dashboards; Tuesday—close 360 loops; Wednesday—approve spot awards; Thursday—simulate salary changes; Friday—deliver development updates and send pay explanations. One system, fewer steps, better conversations.