Perform
Goals get a weekly heartbeat
Every goal gets a weekly look, and the ones drifting off track are raised months ahead of the cycle, while the outcome can still change.
The situation
A year of work, judged in an evening.
H2 reviews · completion
Shared62%
Drafted24%
Not started14%
Review season is the same everywhere: managers who genuinely care about their people, reconstructing twelve months from memory the night before calibration. Goals written in January resurface in December. Feedback lives in inboxes. The quiet contributor is under-remembered, the recent win over-weighted, and the language of the write-up carries patterns nobody intended. The process everyone depends on for pay, promotion and morale is the process run with the least evidence.
Where it breaks
The problems that live in this world.
Not generic HR pains: the specific ways this environment grinds people teams down, one honest description at a time.
The blank-page review.
A manager stares at an empty form and reconstructs a year from memory. Recency bias writes half of it, and the person’s actual record, goals, feedback, trajectory, sits unread in five different places.
Goals set, then forgotten.
January’s OKRs meet daylight again at review time, when the goals that drifted off course are past rescuing, so the review ends up documenting a failure it might have prevented.
360 feedback asks the wrong people.
Reviewers are picked from the org chart rather than from who someone actually worked with, so the feedback describes the reporting line, not the work.
Bias is found after publication.
Vague language, gendered phrasing and recency effects are discovered in the calibration meeting, or by the employee, when the cheapest moment to fix them was while the sentence was being typed.
Day to day
Three operational realities, handled.
Attendance, pay and compliance are where this world gets judged. Here is how each one runs on a connected record.
01
The draft arrives before the manager does.
Before the manager opens the form, a full first draft already exists, assembled from goal completion, feedback, pulse responses and attendance, so the job becomes refining judgement rather than reconstructing history.
02
The year is watched, not archived.
Goals get a weekly check with the at-risk ones raised well before the cycle opens, a short weekly pulse samples how people are doing, and each person’s trajectory, rising, steady, plateaued, at risk or recovering, is visible to their manager in time to act.
03
The write-up is checked as it happens.
As the write-up happens, recency effects, vague wording and gendered phrasing are caught mid-sentence, and the 360 asks the people someone genuinely worked with, folding the synthesised themes straight into the draft.
The modules that fit
Take what fits, leave the rest.
HarmoniHRM is modular. These are the pieces that earn their keep in this world, each reading and writing the same connected record.
Perform→
Drafted reviews, weekly goal tracking, 360 with suggested reviewers, pulse surveys and bias checks in one module.
Employee Management→
Role, grade and reporting lines read straight from the record, so reviews sit on real structure.
Learn→
Development plans link directly to courses, so a review outcome becomes assigned learning.
Organo→
Review outcomes inform succession planning on the same live chart leaders already use.
Company Calendar→
Review cycles visible beside leave and deadlines, so calibration season is planned, not collided with.
A working day, connected
How the day actually runs.
Follow one realistic cycle through HarmoniHRM, step by step, from the first event of the day to the numbers that close it.
01
Goals get a weekly heartbeat
Every goal gets a weekly look, and the ones drifting off track are raised months ahead of the cycle, while the outcome can still change.
02
The pulse is short
A short survey runs weekly across engagement, workload, recognition and how people are doing, building trend lines per person and team all year.
03
Review season opens with drafts
Each review arrives as a complete first draft built from goal completion, feedback, pulse data and attendance, so no manager faces a blank page.
04
360 finds the right voices
The suggested reviewer list is drawn from real collaboration, and the synthesised themes flow into the review rather than a folder.
05
Bias is flagged mid-sentence
As the manager refines the draft, the writing itself is checked, recency effects, vagueness, gendered wording, while a fix still costs nothing.
06
Outcomes feed what happens next
A development area becomes assigned learning in Learn, and outcomes feed succession thinking on the live org chart, so the review ends somewhere.
Who lives this
The people inside this playbook.
Employee Management
The pulse is short
A short survey runs weekly across engagement, workload, recognition and how people are doing, building trend lines per person and team all year.
Learn
Review season opens with drafts
Each review arrives as a complete first draft built from goal completion, feedback, pulse data and attendance, so no manager faces a blank page.
Organo
360 finds the right voices
The suggested reviewer list is drawn from real collaboration, and the synthesised themes flow into the review rather than a folder.
Asked before buying
The questions that come up every time.
What is the first draft actually built from?
Goal completion, feedback, pulse data and attendance, drawn from the connected record. The manager refines and owns the final review; the system removes the blank page and the memory reconstruction, not the judgement.
How does the 360 process choose reviewers?
The suggestions come from observed working relationships rather than the formal reporting line, and the synthesised feedback themes land inside the review itself.
What does the bias detection catch?
Recency bias, vague language and gendered phrasing, flagged in real time as the review is written, so the correction happens before publication rather than in calibration or in a complaint.
Is this an AI add-on we have to buy separately?
No. Drafted reviews, suggested reviewers, pulse and bias checks are part of Perform. HARMONI AI is a separate optional add-on across the platform, off until you enable it, and Perform is complete and fully valuable without it.
Run it on your own organisation.
Modular pricing, no long contracts. Start with the modules this world actually needs and add the rest when you are ready.