Create a Performance Period and choose OKR
Set Company Objectives for the cycle
Create Department Objectives aligned to company priorities
Add Key Results (KPIs) with metrics, owners, and timelines
Run Reviews using templates + response formats

PaidHR Performance Management is built for organisations running performance cycles and for employees participating in those cycles. Employers use it to set goals, track measurable progress, and run structured reviews. Employees use it to understand expectations, track their key results, and go into reviews with clearer criteria. Our AI support helps both sides stay aligned and consistent throughout the cycle. (coming soon..)

No. PaidHR supports performance cycles using OKRs or Balanced Scorecard, depending on how your organisation prefers to plan and measure outcomes.

Yes. Employers can create performance periods that match your organisation's cadence (quarterly, half-year, annual, or custom). Employees will see goals and key results within the active cycle.

Yes. In using PaidHR's Performance module, employees can add key results where enabled so progress can be tracked throughout the cycle, not only at review time.

PaidHR reviews can include rating scales, written feedback, or both, depending on how your employer sets up the review template.

Yes. Employers can create review templates using their own questions and choose response formats (rating, text, or both). Employees then complete reviews using the same structure, which helps consistency across teams.

No. Core Values are optional. Employers can include them when they want to assess behaviours alongside results. If Core Values are enabled, employees will see them as part of the review criteria.

PaidHR includes Performance Groups for initiatives that span teams. Employers can group employees across roles and managers to track shared outcomes. Employees in a group can see the shared objective structure for that initiative.

PaidHR's AI supports the entire cycle. For employees, it sends helpful prompts and creative reminders to stay on track with goals and key results, so review time is not a rush to remember everything. For employers and managers, it speeds up cycle setup, helps define clearer goals and success measures, and keeps reviews and feedback moving with reminders, reducing the need to chase updates.

Consistency. Using the performance management module, employers standardise review templates and formats, and progress is tied to measurable key results so review discussions are less about memory and more about outcomes tracked during the cycle.