Performance Management

Performance reviews your managers will actually finish

KRA, KPI, OKR tracking, 360 feedback, and engagement surveys, in one place. Designed for HR teams who want continuous performance, not annual chaos.

Start free trial Book a demo

KRA & OKR frameworks 360° feedback Continuous reviews

Goals & OKR cascading

Company goals to department to team to individual. Each level inherits and adds. Everyone sees how their work rolls up.

KRA & KPI frameworks

Pre-built KRA templates by function (Engineering, Sales, HR, Ops) or build your own. Weight, target, threshold, and stretch goals.

360° multi-rater feedback

Self, manager, peers, reports, and skip-level. Configurable visibility (anonymous, partial, full). Triggered by cycle or on demand.

Continuous check-ins

Weekly or fortnightly 1:1 templates with manager and report. Notes carry forward. Skip a cycle and the system pings.

Pulse & engagement surveys

Short weekly pulse polls or full quarterly engagement surveys. eNPS, theme analysis, comments dashboard.

Calibration & ratings

Bell curve or competency-based rating. Calibration meetings with rating-distribution view. Adjustments tracked with reason.

Review cycles

Annual, half-yearly, quarterly. Custom phases (self, peer, manager, calibration, share). Automated reminders.

Analytics & insights

Performance distribution, manager-rating bias, high-potential identification, attrition risk. Export-ready for board meetings.

Development plans

Per-employee growth plans tied to ratings and feedback. Track training completion, mentorship, and promotion-readiness.

For HR-led organisations

Built for teams who take performance seriously

Performance management is part of the Ultimate plan. It is where HR-led organisations and growing mid-enterprise companies invest, because it is what moves productivity and retention.

Migration help included

Switching from spreadsheets, Lattice, Darwinbox Performance, or Synergita? Our team migrates your goals, ratings, and history.

Growing 200+ teamsCompanies scaling past the "everyone-knows-everyone" stage who need structure

HR-led organisationsCompanies where HR drives growth, not just compliance

Tech & services firmsOKR-driven teams, billable utilization, individual-contributor career paths

Sales & revenue teamsQuota-based KPIs, leaderboards, commission inputs from performance data

Manufacturing leadershipProduction KPIs, safety scores, quality metrics tied to performance

Multi-site companiesSame review framework across Mumbai HQ and branch offices

Set goals

Define company OKRs. Department heads break them down. Managers cascade to individuals. All in one view.

Track & check in

Weekly or fortnightly 1:1s. Update progress on goals. Document blockers. Auto-reminders if check-in is skipped.

Collect feedback

Multi-rater feedback at cycle end. Self, manager, peers, reports. Anonymous or named, your choice.

Calibrate & decide

HR-led calibration meetings with distribution view. Final ratings tied to compensation and promotion outcomes.

Before factoHR

Annual review chaos

Once-a-year reviews everyone dreads
Goals written in January and forgotten
Feedback collected on Word forms over email
Managers rate from memory of the last 2 months
Calibration meeting is a vibes-based negotiation
Promotion decisions are subjective and political

With factoHR

Continuous, structured, fair

Goals visible all year, updated continuously
Weekly check-ins keep context fresh
360 feedback flows directly into the review
Ratings reflect the whole year, not just December
Calibration backed by distribution data
Promotion paths and ratings are documented

“factoHR has improved employee efficiency and contributed to a 40% productivity increase. Continuous performance tracking has changed how our managers coach their teams, not just rate them.”

Mr. Devanathan Raghvan

Head of HR · Cycle Agarbatti

See all plans Talk to sales

Can we customise our own KRA frameworks?

Yes. You can build frameworks from scratch with weights, targets, and threshold/stretch levels per goal. We also provide industry templates (Engineering, Sales, Customer Success, HR) as a starting point.

Is 360 feedback anonymous?

Configurable per cycle. You can run fully anonymous, partially anonymous (peer feedback anonymous, manager named), or fully named. Comments can be moderated by HR before being shared.

Can goals change mid-cycle?

Yes. Goals can be added, edited, or marked obsolete mid-cycle with reason. Change history preserved so calibration accounts for what was in scope when.

How does calibration work?

After managers submit ratings, HR runs a calibration session with distribution view across teams. Adjustments tracked. Final ratings published after calibration close.

Can we run multiple review cycles in parallel?

Yes. You can have an annual cycle for all employees and a quarterly cycle for a specific department running at the same time. Different rating scales per cycle if needed.

How does it tie to compensation?

Final ratings can be exported with employee data and used as inputs for your compensation revision process. Coming soon: native compensation review module.

Will my managers actually use it?

Mobile-first design. Check-ins take under 3 minutes. Reminders go to email and the ESS app. The friction that kills annual reviews on Word forms is removed by design.

Ready for performance that actually moves the needle?

14-day free trial. Our team helps you design your KRA framework, set up your first cycle, and train your managers.