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Payroll runs seamlessly, and HR processes are no longer a tedious grind. It's simplified how we work, allowing us to focus more on our people.
Talent Suite · Performance
Performance management software that runs reviews, goals, and 360 feedback
Goal setting, self-evaluations, manager assessments, 360 and peer reviews, and competency assessments, all on the same employee record an administrator uses for compensation, development, and succession decisions.
The short answer
Workzoom performance management software runs goal-setting, reviews, and continuous feedback. It covers goal-setting and OKRs, self-evaluations, manager assessments, 360 reviews, one-on-ones, peer-to-peer feedback, and competency assessments, with 9-Box and 12-Box talent grids. Because it runs on the same employee record as HR and payroll, a completed review is recorded where an administrator can reference it when making a compensation request, building a development plan, or reviewing a successor, though each of those is a separate step an administrator takes. Workzoom performance management software fits employers with 50 to 5,000 employees.
Live on Workzoom right now. North America and the Caribbean.
The real problem
03 pain points
Where performance management breaks down today
Review outcomes are disconnected from pay, development, and promotion decisions. The effort of the cycle produces a form, not an action.
The Workzoom answer
Workzoom keeps reviews on the same record as compensation, development, and succession, so a review is a documented input an administrator can act on, not a form that gets filed. The administrator makes the next decision; the data is in one place.
Talent Suite
A review becomes the input to the next decision, not a filed form.
Every Workzoom suite shares the same employee data, so performance stays current with payroll, HR, workforce, and talent without an export or an integration to maintain.
Benefits
Why Performance?
Reviews on the Same Record as Pay and Development
Reviews and ratings live on the same employee record an administrator uses for compensation requests, development plans, and succession, so a review is a documented input to those decisions rather than a form that gets filed. The administrator makes the call; the data is in one place.
No More Subjective or Inconsistent Evaluations
Standardized competency frameworks, structured assessment templates, and cascaded goal tracking help every manager evaluate against the same criteria for the same roles. Trust in the process improves when the criteria are consistent.
Continuous Feedback Without Ceremony
When objectives, notes, and ad hoc check-ins are tracked throughout the year, the annual review becomes a summary of documented progress rather than a high-stakes conversation based on memory. Employees and managers both arrive prepared.
How it works
How performance management software runs in production.
GOAL CASCADING
Cascade company goals down to every employee and department
Workzoom lets you define top-level business goals and cascade them into department and individual objectives so every employee knows what they are working toward and why it matters. Reviews run on any schedule you set, whether by calendar period, fiscal cycle, or each employee's hire or seniority date, with goals tracked alongside them.
- Business goals cascade from company level down to departments and individuals
- Run performance review cycles on any schedule: annual, quarterly, ad hoc, or aligned to each employee's hire or seniority date
- Competency-based assessment templates keep evaluations consistent by role
CONTINUOUS FEEDBACK
Replace annual surprises with continuous check-ins and documentation
Workzoom makes regular feedback part of the workflow rather than limiting it to annual review cycles. Employees update progress on their objectives. Managers add notes. Disciplinary actions are documented with full history. Everything is tracked in one place.
- Employees track objective progress with notes and completion status at any time
- Initiate ad hoc reviews for individuals outside the scheduled cycle
- Document disciplinary actions with severity, corrective steps, and next review dates
360 REVIEWS AND ASSESSMENTS
Run 360 reviews with competency-based assessments for every role
Workzoom supports 360-degree reviews with peer feedback, self-evaluation, and manager assessment alongside custom assessment questionnaires for different roles. The platform tracks a configurable competency library and certifications across the organization.
- 360-degree reviews with peer feedback, self-evaluation, and manager assessment
- Custom assessment questionnaires for different employee groups and roles
- A configurable competency library and certification tracking across the organization
9-BOX TALENT RATING
Identify who is ready, who needs support, and where gaps exist
Workzoom supports 9-Box and 12-Box evaluations to help leadership see at a glance who is ready for advancement, who needs development support, and where the organization has gaps. The ratings are recorded on the employee record for an administrator to reference in succession and development decisions.
- 9-Box and 12-Box evaluation grids for talent assessment across the org
- Ratings recorded on the employee record an administrator can reference for succession
- Identify top performers, flight risks, and bench gaps from the grid
COMPENSATION CONTEXT
Use review results as context for a compensation request
Performance results live on the same employee record as compensation, so an administrator or manager can reference a review when submitting a compensation request. The request is reviewed and approved or denied separately. Performance reviews do not change pay on their own.
- Reference review results when submitting a compensation request
- Compensation requests are approved or denied by an administrator, not by a rating
- Bonuses are entered as ad hoc pay entries, not generated from a review
Customer stories
Proof, not slideware.
Teams running Workzoom performance on real payroll, real schedules, real headcount. View all case studies
Before Workzoom, we were buried in spreadsheets. Now HR is so much simpler. We spend less time on admin and more time supporting our staff and residents every single day.
What mattered most was choosing a solution built for businesses like ours. Workzoom delivered everything we needed, from payroll to facial recognition clocks, and worked with us every step.
32
case study: hires onboarded in three months, zero paper
We would not be able to hire the way we do with the same resources. It has kept our headcount consistent without growing it, saving us time and money every single cycle.
200+
case study: employees across multiple entities, one record
Workzoom completely transformed our payroll process in just one month. So easy to audit, validate, and make corrections, even at the last minute. The support we received was incredible.
Moving to Workzoom was the right move. It gave our dynamic report and payment structures the flexibility we needed, at the right price.
Switching to Workzoom made managing payroll and timekeeping so much easier. We processed our first payroll faster than we expected and now feel far more confident in everything we do.
Keep exploring
More from the Talent Suite.
Pair Performance with the rest of the Talent Suite. One employee record, nothing to integrate or maintain.
Learning
A course set to apply to a role assigns when someone moves into it, and certifications are recorded with a notification before they lapse. No spreadsheet of who's due.
Career Planning
An administrator tool that maps the routes between roles, records development plans on the employee profile, and compares an employee's skills and certifications against a target job profile, all on the record that runs HR and payroll.
Succession
Name your critical roles, record a succession plan for each, assign the potential successors you have in mind, and set a readiness level, all maintained by an administrator on the same employee record as HR.
Workzoom is $4 USD per suite per employee per month, or $16 all-in for the full platform. No setup fees, no long-term contract. See pricing.
Get started
See Performance on your own data.
A 15 to 60 minute working session, not a slide deck. We walk through Performance live, on your headcount and your industry, then give you a straight answer on fit and price.
Workzoom works with organizations of 50 or more employees. See our minimums.
Frequently asked
What teams ask before turning on Performance.
Specifics on how Workzoom performance works, what it costs, and how it connects to the rest of the platform.
Workzoom's performance management software lets you run reviews, track goals, and capture competency assessments inside the same system as HR, payroll, and career planning. The data lives on one employee record, so an administrator can reference review outcomes when making a compensation request or building a development plan, though those are separate steps an administrator takes, not automatic hand-offs.
Workzoom lets you define top-level business goals and cascade them into department and individual objectives so every employee knows exactly what they are working toward. Employees track and update their own objective progress with status, notes, and completion percentage at any time. Reviews can run on any schedule you set.
Workzoom supports 6 assessment types including 360-degree reviews with peer feedback and self-evaluation, manager reviews, competency assessments, and custom reviews built from one template builder. You can run any of these on a scheduled cycle or initiate ad hoc reviews for individuals outside the schedule.
Workzoom makes feedback part of the regular workflow rather than limiting it to annual cycles. Employees update objective progress at any time, managers add notes and feedback between scheduled reviews, and disciplinary actions are documented with severity, corrective steps, and next review dates. Everything is tracked in one place so nothing gets lost between review cycles.
Workzoom supports both 9-Box and 12-Box evaluation grids that plot employees by performance and potential to identify who is ready for advancement, who needs support, and where gaps exist. The ratings are recorded on the employee record for leadership to reference; they are not pushed into succession plans automatically.
Performance and career planning sit in the same system, so an administrator can reference a review when building a development plan in Career Planning. The development plan is created and maintained by an administrator. A review does not build or update it automatically.
Performance results sit on the same record as compensation, so an administrator or manager can reference a review when submitting a compensation request. The request is approved or denied separately, and bonuses are entered as ad hoc pay entries. A review does not change pay on its own.
Workzoom tracks a configurable competency library and records certifications across the organization. Competencies map to roles and assessment templates so reviews measure the skills that matter for each position. Certifications are recorded on the employee profile with expiry dates, and Workzoom sends a notification when one is approaching expiry. Re-enrollment is handled by an administrator.