Performance management software built into your HRIS
Run reviews, track goals, and build development plans inside the same system as HR, payroll, and career planning. One employee record. Zero re-entry.
The real problem
Performance reviews shouldn't be this painful
Reviews happen once or twice a year and nobody remembers what was discussed.
Managers scramble to recall months of work from memory. Employees get surprised by feedback they never heard between cycles.
Goals live in one system. Reviews live in another. Nothing connects.
Employee objectives get set in a spreadsheet. Reviews happen in a Word doc. Nobody can verify whether goals were actually achieved.
Every manager evaluates differently and nobody trusts the outcomes.
No standard competencies. No consistent assessments. Promotions feel arbitrary because the evaluation process is different depending on who your boss is.
Performance management that connects goals, feedback, and growth in one place.
Reviews feed into Career Planning. Goals cascade from Organization. Assessments inform Succession. One employee record ties it all together.
Cascade company goals down to every employee
Performance starts with clarity. Workzoom lets you define top-level business goals and cascade them into department and individual objectives so every employee knows exactly what they're working toward and why it matters. Reviews can run on any schedule you set, and development plans are built right alongside the goals they support.
- Business goals cascade from company level down to departments and individuals
- Automate performance review cycles on any schedule: annual, quarterly, or ad hoc
- Build custom development plans tied to each employee's objectives and career path
Replace annual surprises with continuous feedback
Annual reviews shouldn't be the first time an employee hears how they're doing. Workzoom makes regular check-ins part of the workflow. Employees update progress on their objectives. Managers add notes and feedback. Disciplinary actions are documented with full history. Everything is tracked in one place so nothing gets lost between review cycles.
- Employees track and update objective progress with status, notes, and completion percentage
- Initiate ad hoc reviews for individuals at any time outside the scheduled cycle
- Document disciplinary actions with severity, corrective steps, and next review dates
Turn review data into succession decisions
Performance reviews should inform what happens next, not just document what happened. Workzoom connects assessments directly to compensation, succession planning, and career development. Run 360-degree reviews, build custom assessment questionnaires for different roles, and use 9-Box and 12-Box evaluations to identify who's ready for more, who needs support, and where the organization has gaps.
- Conduct 360-degree reviews with peer feedback, self-evaluation, and manager assessment
- Build unique assessment questionnaires for different employee groups and roles
- Tie compensation adjustments to performance outcomes as part of a structured process
Performance management in under 5 minutes.
Launch reviews, align on goals, share feedback, and connect performance to development and compensation. All in one place.
The all-in-one advantage
Performance management software that works because it's connected to everything else
Standalone performance review tools create data silos. They capture ratings but can't inform compensation, update development plans, or flag succession risks. Workzoom's performance management shares one employee record with every other module. Here's what that means in practice.
How review outcomes drive career development plans.
A performance review identifies that someone needs leadership training. That assessment automatically informs their career development plan and highlights the skill gap. No export. No second system. The review and the career path share the same record.
How review results trigger training assignments automatically.
When a competency assessment reveals a gap, the system can assign the relevant course through Learning without a separate request. Training completion updates the employee's record and feeds back into the next review cycle.
How 9-Box ratings and 360 reviews inform succession decisions.
Performance ratings, 360-degree feedback, and competency scores flow directly into succession planning. Leadership sees who's ready for advancement, who's a flight risk, and where the bench is thin. Real data, not guesswork.
How performance outcomes connect to compensation decisions.
Tie merit increases and bonuses to documented performance results. When compensation changes are approved through a structured review process, they flow directly into payroll. No CSV. No manual adjustment. The numbers match because the data is the same.
One employee record powers every performance decision.
A goal set this quarter, a 360 review completed next month, a training course finished in Q3, and a compensation adjustment at year-end all update the same employee record. Performance management, career planning, learning, succession, and payroll share one database. That's the difference between a standalone performance review tool and performance management software that actually drives results.
How the single employee record worksHow we work together to configure performance management for your organization.
Your implementation coach helps you set up review cycles, assessment templates, competency frameworks, and business goal structures that match how your organization actually evaluates and develops people.
Business Goals and Objective Structure
Define top-level business goals and configure how they cascade into department and individual objectives. Set target units, tracking methods, and progress categories so every employee knows what they're measured against.
Core Competency Framework
Build your competency library across Core, Business, and Leadership categories. Map competencies to roles and assessment templates so reviews measure the skills that actually matter for each position.
Assessment and Review Templates
Create assessment templates for different employee groups: self-evaluations, manager reviews, 360 peer feedback, and competency assessments. Configure grading, sections, mandatory comments, and completion logic for each.
Review Cycle Automation
Set review frequency by employee group: annual, semi-annual, quarterly, or custom. The system schedules reviews, sends reminders, and tracks completion so HR doesn't have to chase managers every cycle.
Performance management that's connected, not bolted on.
Most platforms treat performance as a standalone module. In Workzoom, reviews, goals, and assessments share the same employee record as payroll, scheduling, and career planning.
One system, one record
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Reviews, goals, and assessments built into the same system as HR and payroll
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Business goals cascade to individual objectives with real-time progress tracking and status updates
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6 assessment types including 360 feedback, self evaluation, and custom reviews from one builder
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32 core competencies and 37 certifications tracked across the organization
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Review outcomes connect directly to career planning, learning, and succession
Disconnected tools, disconnected data
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Performance reviews disconnected from payroll, time tracking, and employee records
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Goals set in one system, reviewed in another, with no real-time progress data
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Basic review templates with limited assessment customization and no competency framework
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No built-in certification tracking, disciplinary documentation, or audit trail
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Performance data stays siloed and doesn't inform career development or succession planning
No setup fees. No long-term contracts.
See how performance management actually works.
Pick a time and we'll walk through review cycles, goal tracking, 360 feedback, competency frameworks, and how it all connects to career planning and succession in one system.
Performance management connects to Career Planning, Learning, and Succession across the full Workzoom platform.