Performance reviews
A review cycle you can run in twelve days.
Run a full review cycle with a small HR team. Reminders go out on their own, and managers write with the year's evidence beside the form. Skills ratings feed development plans.
reviews
Review cycles stall on the last few managers.
Across 88 review cycles last year, the typical company never got back 1 in 7 manager and peer reviews. Most HR teams find the gaps in the last days of the cycle, when there's little time left to fix them.
Start from a template
Annual, biannual, probation and 360, ready to edit
Calibration for a small org
Sized for a company without a talent team
Ratings that feed IDPs
One question per skill, rated Not yet to Expert
Less writing from memory
The year of evidence sits beside the form as you write
Managers start writing straight away
Last quarter's goals and 1:1 notes sit in the context panel beside the review form, so nobody writes from memory.
HR stops chasing late reviews
Set the escalation once and Peoplelogic sends every reminder, so completion goes up without anyone chasing people by hand.
Skills questions that feed development plans
Choose which skills a review cycle asks about and edit the wording. Employees rate themselves and managers rate each report on a five-level scale, from Not yet to Expert, with the self answers in view. Those ratings show next to each development goal and power the skill growth report. AI still helps a manager phrase a point, and ratings stay with the manager.
It helps us gather feedback and organize review cycles without hundreds of forms and sheets.
Set up with an HR expert
Someone who's run HR helps you adapt a template or rebuild your current form, set the timeline and reminder escalation, choose the skills questions, and plan calibration for a team your size.
“If you come onboard, the CX team genuinely cares and is always jumping into the mix and helping us figure things out.”
Patricia Amato, Chief of Staff, Chief Executive Magazine
Common questions
Can we keep our current review form?
Yes. Bring it to setup and we rebuild it as a template, or start from the annual, biannual, probation or 360 templates.
Who sees the results?
You choose for each cycle who sees results and whether managers can see them before they're shared.
Can people submit after the deadline?
Yes, if you allow it for that cycle. Reminders go out by email or Slack in the days before the deadline.
Works with the rest of Impact
Managers write reviews with the year's goals and 1:1 notes beside the form, so they don't start from a blank page. The ratings they give then feed development plans and the talent grid without HR copying anything across.
Run your next review cycle in two weeks.
Bring your current review form, and we will show you what the calendar looks like for your team.