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Cycles run against the reporting line Nest already holds, so who reviews whom is not a separate configuration. Objectives are recorded with owners and dates. 360 feedback can be requested from named people or a group.
Outcomes attach to the personnel record, alongside salary history and role changes — where they are useful later.
Because performance tools are bought separately, need their own org structure, and that structure is out of date by the second cycle. So somebody exports the org chart, builds a sheet, and chases it.
The result is a process everybody dislikes and a set of outcomes that live nowhere the rest of HR can read.
A promotion, a salary revision and the review that justified it are on the same record and dated. Three years on, the question of why somebody is paid what they are paid has an answer.
Cycles also stop being chased manually, because the reviewer is whoever the record says it is on the day the cycle opens.
It does not score people automatically or rank them against each other. Forced distribution is not supported, deliberately.
It also will not fix a review process nobody believes in. A bad cycle run efficiently is still a bad cycle.
Start with objectives before reviews. A review against goals nobody wrote down becomes a conversation about personality.
Decide visibility first: who sees feedback, in what form, and whether it is attributed.
Compensation revisions in payroll can reference the review that supported them. Learning records show what was agreed and whether it happened. That is the extent of it. Performance data is deliberately not readable by other products.
Cycles run against the reporting line Nest already holds, so who reviews whom is not a separate configuration. Objectives are recorded with owners and dates. 360 feedback can be requested from named people or a group.
A promotion, a salary revision and the review that justified it are on the same record and dated. Three years on, the question of why somebody is paid what they are paid has an answer.
It does not score people automatically or rank them against each other. Forced distribution is not supported, deliberately.
Start with objectives before reviews. A review against goals nobody wrote down becomes a conversation about personality.
Fourteen days, every module, no card. Or half an hour with someone who will run it on your own records and tell you where it does not help.