Performance Reviews that Run Themselves

All review templates are fully customisable, and you can add your own questions, rating scales, and sections. We actually encourage you to base these around your companies culture and values, because it is how you will measure performance in relation to the things most important to you. You can use different templates for different roles, departments, or cycles. And if you’d prefer not to build from scratch, you can select a pre-built template and go from there.

Sense HR is designed for managers who hate doing reviews. We’ve made it mobile-first, with simple flows and auto-reminders to ensure deadlines aren’t missed. If you like, you can also let managers use AI to draft summaries from their notes. Customer data shows that 85% of performance reviews are completed within 14 days of their due date.

Yes, you can link performance outcomes to pay review cycles! What’s more, you can even let managers add salary recommendations, then connect these to approval workflows that get pushed to payroll if the right people sign them off.

Your AI assistant AMI can draft review responses from your meeting notes or your 1:1 history. AMI can also anonymise and summarise 360 feedback, to give you themes for each individual, and to suggest development actions based on performance gaps. The manager remains responsible for the content of the final review – but AMI can take a lot of the heavy lifting out of the equation.

Performance management software is a digital system that helps organisations plan, track, and review employee performance. As a performance management tool, it combines features like goal tracking software, staff performance evaluation, and continuous feedback to make managing people easier, more consistent, and more transparent.

Yes. Good employee performance management software allows both individual and team-level goal setting. With goal tracking software built in, managers can monitor progress for their teams while employees clearly see how their contributions link to wider company objectives.

Performance management is the ongoing process of guiding, supporting, and assessing employees so their work aligns with organisational goals. With the help of employee performance management software, it becomes a continuous cycle of goal-setting, feedback, staff performance evaluation, and recognition - as opposed to simple once-a-year reviews.

The five classic elements are:

• Planning - setting clear goals and expectations using goal tracking software.
• Monitoring - keeping up with employee performance tracking on an ongoing basis.
• Developing - supporting growth through training and employee development.
• Reviewing - carrying out fair and structured performance appraisals.
• Rewarding - recognising and celebrating staff achievements.

However, it’s worth noting that there are many approaches to good performance management, and following these five classic elements is not the only correct approach.

The 5 C’s are: Clarity (everyone knows what’s expected), Capacity (having the resources to perform), Capability (having the right skills), Commitment (employees are motivated), and Community (a sense of belonging and teamwork). These elements are reinforced by software to manage employee performance, which ensures consistency across the organisation.

There are two common ways people describe the 3 P’s:

• People, Process, Performance - focusing on employees, how work gets done, and results.
• Planning, Progress, Performance - focusing on goal-setting, employee performance tracking, and measuring outcomes.

As with the 5 elements of performance management, and indeed the 5 C’s of performance management, the 3 P’s are just an acronym to help you remember some of the important fundamentals. There are many ways to conduct good performance management reviews, and different ways to engage and motivate your team members.

The right choice depends on your company’s size, culture, and goals. When evaluating software to manage employee performance, keep an eye on:

• Core features: Goal tracking software, performance appraisals, and continuous feedback should be included.
• Ease of use: If the performance management tool is too complicated, people won’t use it.
• Customisation: Make sure you can tailor performance review software to your processes.
• Analytics and reporting: Strong reporting helps you spot trends in staff performance evaluation.
• Integrations: It should connect smoothly with your existing HR and productivity tools.
• Scalability and cost: Choose a solution that fits your budget but can also grow with your business.
• Employee experience: The best employee performance management software makes reviews and development conversations constructive, supportive, and motivating.

In short: the best software to manage employee performance should be easy to adopt, flexible enough to fit how your company works, and powerful enough to support both current and future performance management needs.