Goals, reviews, and a running history — instead of scattered documents
Set goals with a target metric and a due date, log reviews against a named cycle with room for the employee’s self-assessment and the manager’s plan, and keep a running history you can look back on at the next review — no more digging through old emails or spreadsheets.
Q2 Review Cycle — Team Progress
| Employee | KPI Focus | Progress | |
|---|---|---|---|
| ARAyesha Raza | Reporting Accuracy | 92% | |
| STSana Tariq | Customer Satisfaction | 96% | |
| USUsman Sheikh | Processing Accuracy | 78% |
Click a row above, then open the full interactive demo →
Goals & OKRsSet a goal, track it independently of formal reviews
Goals aren’t just a line inside a review — they’re their own record, with a target metric, a cycle (like “Q3 2026”), a due date, and a progress percentage you can update any time. A goal at 100% is automatically marked complete, so you always know what’s actually finished versus still in motion.
How It WorksLog a review in under a minute
Pick the Employee
Set the KPI Focus
Score the Progress
Note the Development Plan
Choose who the review is for from your active employee list.
Name what you’re measuring — revenue growth, customer satisfaction, whatever matters for that role.
Enter a progress percentage and an overall score, in whatever format works for your team.
Add a short note on what’s next for that employee, saved right alongside the review.
Review HistoryEvery past review, in one running list
Every review you log stays on record with its date, reviewer, and score, so the next conversation starts from where the last one left off instead of memory alone.
One Employee RecordConnected to hiring, shifts, and pay — not a standalone tool
Reviews run against the same employee record built during hiring and shared with Shift Scheduling and Payroll — one history per employee, from their first day onward.
What’s next for Performance
Peer/360-degree feedback is on our roadmap. Today, a review moves through the department’s own Manager, Director, HR, and the CEO before it’s final, and every employee can see their own review history and progress on their goals from their own portal login.
Frequently Asked Questions
Yes — every employee has their own portal login where they can see their own goals, progress, and full review history.
The department’s Manager writes the evaluation, the Director reviews it, HR checks it, and the CEO gives final approval — a stage is skipped automatically if that department doesn’t have someone in that role, so a smaller team’s reviews still move quickly.
No — the KPI focus and overall score fields are free text, so you can use whatever scale or format already works for your team (percentages, star ratings, out of 5, etc.).
It works well as the running record you refer back to, whether you do formal annual reviews, lighter quarterly check-ins, or both.
A Goal is a standalone target with its own progress bar and due date, updated whenever there’s movement. A Review is a point-in-time evaluation tied to a named cycle. You can use either on its own, or reference a goal’s progress when you write a review.
Try logging a review yourself
Create a free account and log your first review in under a minute, or open the interactive demo first with sample data.