Performance Management

Performance Management in Qrew HR brings goals, ongoing feedback, and formal reviews into one place. HR sets up the framework, managers guide their teams, and employees track their own progress. This article covers setup and the day-to-day flow.

For a product overview, see Performance Management.

1. Set up goals

Go to Performance → Goals.
Admins create company goals or OKRs for the period, for example "Improve customer satisfaction" for April–June.
Managers create team goals and link them to a company goal.
Employees add personal goals and link them to their team's goals. Each goal has a target, a due date, and a weight if you use weighted scoring.
Choose how progress is measured: percentage complete, a number (for example ₹25 lakh in new revenue), or done/not done.

2. Track progress with check-ins

Employees update progress on each goal from My Goals and mark it On Track, At Risk, or Achieved.
Managers see a dashboard of their team's goals and can comment on any update.
Set a reminder for regular check-ins, for example every two weeks, so goals don't go stale between reviews.

3. Give and request feedback

Open Performance → Feedback.
Click Give Feedback, choose a colleague, and write a short, specific note. You can make it visible to the person and their manager or keep it private to the manager.
To ask for input, click Request Feedback and pick colleagues. This is useful before a review.

4. Run a review cycle

HR goes to Performance → Review Cycles and clicks New Cycle.
Choose who is included, the period, and a review template (questions, rating scale, and whether goals are scored).
Pick the steps: self-review, manager review, peer or 360° feedback, and calibration.
Set deadlines for each step and launch. Participants are notified automatically.
HR monitors completion from the cycle dashboard and sends reminders.

5. Calibrate and share results

After manager reviews, HR and leadership review ratings across teams for consistency.
Adjust ratings where needed, with a note explaining why.
Release results. Employees see their final review and manager comments.

6. Create development plans

After a review, managers and employees can agree on a development plan with milestones, such as completing a course or leading a project. Plans stay on the employee's profile and can be tracked like goals.

Tip: Keep review templates short. Five well-chosen questions get more thoughtful answers than twenty.

Common questions

Can we use our own rating scale?

Yes. Templates support custom scales, for example 1–5 or descriptive labels such as "Exceeds expectations".

Can an employee see peer feedback about them?

That depends on the cycle settings. You can show peer feedback by name, show it anonymously, or share it only with the manager.

What if an employee changes managers mid-cycle?

HR can reassign the reviewer. The previous manager's inputs stay on record.