Clearer Goals
Set measurable expectations and track progress.
OKRShip billing rewrite30%
78%
KRACode quality score25%
92%
KPIRelease predictability25%
64%
KRAMentor two engineers20%
85%
CollectivPerform
Make performance an ongoing conversation.
Performance management should be more than an annual appraisal. Bring goals, progress, feedback, reviews and employee development together in one connected performance management system that helps employees understand expectations and gives managers better visibility throughout the year.
Performance profileAnanya Sharma · H1 FY26SearchLive
Ananya SharmaSenior Engineer · Engineering · Manager Rahul MehtaH1 FY26
Goal progress
78%goals
KRA status
OKRShip billing rewriteOn trackKRACode quality scoreAchievedKPIRelease predictabilityAt risk
Feedback
Rahul M. · ManagerLed the billing migration cleanly — no rollbacks.Priya N. · PeerReviews are thorough and quick. Unblocked my sprint twice.Self · Check-inRelease predictability needs a better staging plan.
Review status
Self-appraisalSubmittedManager reviewIn progress360° feedback4 of 5 inCalibrationScheduled
Recognition sentBilling rewrite · shipped
Explore CollectivPerform
Everything you need to turn performance into progress.
Goals & Planning
Set goals and OKRs, define KRAs and structure appraisal cycles around your organization.
ExploreReviews & Growth
Run performance reviews, feedback, check-ins and improvement conversations throughout the year.
ExploreInsights & Rewards
Turn performance data into analytics, recognition, incentives and better people decisions.
ExploreGoal sheetAnanya Sharma · H1 FY26Search
OKRShip billing rewriteWeight 30%On track
78%
KRACode quality scoreWeight 25%Achieved
92%
KPIRelease predictabilityWeight 25%At risk
64%
KRAMentor two engineersWeight 20%On track
85%
CycleHalf-yearly
Weightage100%
Aligned toFY26 OKRs
Goals & OKRsKRAs & weightageCascading alignmentAppraisal cycles
Continuous performance
From goals to growth, keep performance moving.
Set clear expectations, track progress, keep feedback flowing and turn reviews into meaningful next steps for employees and managers.
Step 1
Set Goals
Expectations agreed
Company objectives cascade into team and individual goals, KRAs and weightage.
Step 2
Track Progress
Updated as work happens
Progress moves with delivery, not with a spreadsheet chased at quarter end.
Step 3
Give Feedback
Continuous, not annual
Check-ins, praise and peer notes stay attached to the goal they are about.
Step 4
Review
Cycle with context
Self, manager and 360° inputs arrive already grounded in the year's evidence.
Step 5
Improve
Growth planned
Ratings turn into development actions, learning, incentives or a structured plan.
Performance in context
See performance in the context of the work people actually do.
Connect goals and performance conversations with projects, tasks, timesheets and employee information to give managers a more complete view of employee contribution.
GoalsWhat was agreed
Ship billing rewrite78%
Weightage30%
ProjectsWhere the work sits
Billing Platform 2.0On track
RoleTech lead
TasksWhat actually shipped
Closed this cycle64
On-time rate92%
TimesheetsWhere time went
Logged hours742
Billable81%
PerformanceThe complete picture
Goal achievement84%
RatingExceeds
One contribution view, not four tabs.
When the review opens, the goal, the project it lived in, the tasks that shipped and the hours behind them are already on the same screen — so the conversation is about the work, not about gathering evidence.
Goal evidenceDelivery recordEffort dataPeer feedback
Contribution summaryAnanya Sharma · H1 FY26Search
Ananya SharmaSenior Engineer · EngineeringExceeds
Goal achievement84%
4 goals · 30% weight each
Delivery on time92%
64 tasks closed
Utilisation81%
742 hours logged
Connected ecosystem
Performance doesn’t work in isolation.
Keep performance connected with the wider CollectivWork ecosystem so relevant employee, project, payroll and development information can contribute to better performance decisions.
- Employee RecordRole, band, manager, tenure
- GoalsObjectives, KRAs, weightage
- ProjectsOwnership and delivery
- TimesheetsEffort and utilisation
- FeedbackPraise, peers, check-ins
- Performance ReviewRatings and calibration
- PayrollIncrements and incentives
- AnalyticsTrends and decisions
Employee performance view0 of 8 connected
Ananya SharmaSenior Engineer · H1 FY26
Goal achievement
—
Delivery record
—
Effort logged
—
Feedback received
—
Review rating
—
Increment impact
—
Keep scrolling — each system joins the performance view.
Configurable
Your performance process. Your way.
Configure CollectivPerform around the way your organization evaluates performance instead of forcing every team into the same appraisal structure.
Review Cycles
Performance processEngineering · AnnualSearchLive preview
Review cycle
Annual
Rating scale
5-point
Employee group
Engineering
Performance form
Self + manager
Approval
Manager
Parameters
Goals-led
Feedback
Continuous
Goals & KRAs
Cascaded
Resulting workflow
Cascaded goalsProgress trackedFeedback anytimeSelf + manager5-point ratingManager sign-offOutcomes published
Every organisation runs this differently — change any option on the left and the process updates here.
Every role
Give everyone the performance view they need.
Know what is expected, and where you stand.
My goals
4
2 on track · 1 achieved
Goal progress
78%
H1 FY26
Self-appraisal
Draft
Due 18 Jun
- Update goal progress
- Write self-appraisal
- Request feedback
My performanceEmployee self-service · H1 FY26Search
78%my goals
Ship billing rewriteOn track
Code quality scoreAchieved
Release predictabilityAt risk
Self-appraisal
Draft · due 18 Jun
3 of 4 KRAs written
Feedback received
11 notes
4 praise · 2 check-ins
Business outcomes
What better performance management looks like with CollectivWork.
Continuous Feedback
Keep performance conversations active throughout the year.
JFMAMJJASOND
Feedback logged every month of the cycle — not only at appraisal time.
Flexible Reviews
Build appraisal cycles around your organization.
Annual
Half-yearly
Quarterly
Connected Performance
Connect goals with projects, timesheets and employee data.
Employee recordGoalsProjectsTimesheetsFeedbackReviewPayroll
Employee Growth
Turn performance outcomes into development opportunities.
RatingExceedsAchieved
Development areaSystem designOn track
Next stepLearning path assignedOn track
Better Insights
Use performance analytics to support stronger people decisions.
71%goals met
Q1Q2Q3Q4
Built for different workforces
Performance management that adapts as your organization grows.
Support different roles, departments, locations and performance frameworks across diverse teams through one configurable performance management system.
Engineering420 employees
- Cycle
- Half-yearly
- Rating
- 5-point
- Parameters
- Delivery · Quality · Mentoring
Sales260 employees
- Cycle
- Quarterly
- Rating
- Percentage
- Parameters
- Targets · Pipeline · Incentives
Field Operations1,180 employees
- Cycle
- Monthly scorecard
- Rating
- 4-point
- Parameters
- Visits · Productivity · Compliance
Leadership38 employees
- Cycle
- Annual
- Rating
- No rating
- Parameters
- OKRs · Succession · Potential
Four review structures, four rating models — one CollectivPerform system, one set of analytics and one employee record behind all of them.
FAQs
Performance management software, questions answered.
What performance management software is, the features an employee performance management system should cover, and how CollectivPerform handles goals, KRAs, OKRs, appraisals and employee development.
Performance management software is a system that helps organizations set goals, track progress, gather employee feedback and run performance reviews in one place. Instead of appraisals living in spreadsheets and email, an employee performance management system keeps expectations, evidence, ratings and development actions on a single employee record — usually as part of a wider HRMS software platform.
CollectivPerform
Turn performance into continuous progress.
See how CollectivPerform can connect goals, feedback, reviews, insights and employee growth in one performance management experience.