Watched all year
Goals get a weekly look. The ones drifting off course are raised while the outcome can still change.
Harmoni Perform
Say goodbye to the review that starts the night before.
Goals, pulse, 360 feedback, calibration and succession live on the same record as the people they describe. Managers refine a year of evidence rather than reconstruct it from memory.
- Goal tracking with weekly progress checks and at risk alerts
- A short weekly pulse across engagement, workload, recognition and how people are doing
- Review drafts using recorded goals and feedback for manager review
- Peer and 360 feedback with nominated reviewers
- Bias checks on review language as managers type
H1 review
Maya ChenManager writing
SelfManagerCalibration
Nadia KhanPulse this week
Recency flagged as she types
This calibration
BelowMeetsAbove
The problem
Reviews describe the past, six months too late.
The blank-page review.
Managers reconstruct a year from memory the night before calibration. Recency bias writes the rest.
Goals set, then forgotten.
OKRs written in January, rediscovered in December. At-risk goals surface in the review itself, long after they could have been saved.
Signals nobody catches.
Disengagement shows up in pulse trends, workload and patterns, if anything is watching. Usually, nothing is.
Inside the workspace
One module. The whole year, not one week in December.
Reviews, goals, pulse and plans share the same people, the same managers and the same cycle. Nothing here is a parallel process.
The cycle
Reviews
A year of evidence, waiting when the manager opens the form.
- Self, manager, calibration, then outcome, on one cycle rail.
- Review drafts provide a starting point from recorded goals and feedback.
- Nominate colleagues to contribute peer and 360 feedback.
- Recency, vague language and gendered phrasing are flagged as they type.
Why teams switch
Performance that is honest about the year it describes.
A pulse people finish
Short, weekly, and read as a trend. Disengagement shows up as a line, not as a resignation letter.
The draft is waiting
Managers refine judgement. They do not reconstruct twelve months from memory the night before calibration.
Support before a plan
Trajectory and early warning land in time to coach. A PIP is the last step, not the first conversation.
Already connected
The reporting line is already in the record.
Perform does not ask who manages whom. It reads Employee Management and Organo, so a review, a 1:1 and a succession nomination sit on the same structure leaders already trust.
- Reviews inherit the real manager from Employee Management, not a spreadsheet of approvers.
- Collect peer feedback and review it alongside the manager assessment.
- A development area becomes assigned learning in Harmoni Learn.
- Review outcomes and succession nominations sit on the Organo chart leaders already use.
- Recognition can land on Harmoni Connect, beside the work it is thanking.
Who it is for
The people who actually live in a review cycle.
People teams
Run a cycle without chasing
Cycles, calibration, the nine-box and succession live in one workspace. You see who is late, who is stuck, and which seats have no successor.
Managers
Open a review that already knows the year
Start with recorded goals and feedback, review writing prompts, and keep check-in agendas with the employee.
Leaders
See rising, stuck and uncovered seats
Performance and succession overlay the same org chart you already trust. Nothing here is a second copy of the structure.
Each person
Goals you can see, and a pulse that is short
Your own goals, your own review, a 1:1 with a real agenda. The weekly pulse is a few questions, not another survey to survive.
One record. Nothing entered twice.
Connect performance with employee development.
Perform draws role and reporting lines from Employee Management and Organo. Development plans link directly to courses in Learn, and review outcomes inform succession planning on the org chart.
Keep reading
How a review cycle should feel.
PlaybookPerformance review automationWhat a cycle looks like when the chasing is not a person's job.
GuideManaging probation periodsGoals in week one, reviews before the date, and an outcome that is a decision.
GlossaryPerformance and growthReviews, calibration, check-ins and pulse, named in the words a search uses.Performance FAQs
Which performance workflows can we manage?
Track goals, gather feedback, run reviews and calibration, record check-ins, and manage improvement plans and succession in Harmoni Perform.
How are review drafts used?
Review drafts provide a starting point using recorded goals and feedback. Managers review and edit the content before submitting their assessment.
Who can access performance information?
Employees, managers and authorised people teams have role-appropriate access. Review, calibration and succession information follows the permissions configured for your organisation.
Perform pricing
One module. One honest price.
No tiers to decode and no sales call to get a number. Slide to your size and see exactly what Perform costs.
Add intelligence with HARMONI AIPerform already drafts the review from the year. HARMONI AI is a separate optional add-on across the platform, off until you enable it.Explore the add-on →
Ready to bring Perform
into your workspace?
Explore how Perform supports your team and connects with your workforce information. We can help you confirm the right modules and setup for your company.