Manage Performance.
Retain Top Talent.
Ditch the annual review spreadsheet. Continuous goals, real-time feedback, transparent appraisals your team will actually use.
Powering HR for Bangalore's Fastest-Growing Companies
All Your Performance Management Tools in One Place
Eight modules, one platform. Goals to appraisals to increment letters, fully connected.
OKR & Goal Setting
Company, team, individual goals, cascaded and aligned. Real-time progress tracking so no one loses sight of what matters.
Appraisal Cycles
Quarterly, half-yearly, or annual. Custom rating scales. Auto-reminders sent to all reviewers. Zero manual follow-up.
360° Feedback
Manager, peer, self, and reportee feedback in one view. Anonymous option available. Complete, bias-reduced performance picture.
Continuous Feedback
Real-time praise and coaching notes between cycles. Don't wait for the annual review to grow your team. Build the habit daily.
Bell Curve & Calibration
Force-fit rating distribution. Cross-team calibration sessions. Fair, consistent ratings that hold up in any conversation.
1-on-1 Meeting Tracker
Recurring meetings with shared agendas, notes, and action items. Build manager-team trust one conversation at a time.
PIP Management
Structured improvement plans with timelines, milestones, and documented follow-ups. Protect the company and support the employee.
Analytics & 9-Box Grid
Rating distribution, goal completion rates, team comparison. Visual 9-box leadership report for succession planning.
From goal-setting to increment letters in 3 steps
No spreadsheets. No email chains. No review cycles that drag on for months.
Set Goals
Define company-level OKRs. Cascade them down to team and individual goals. Every employee sees exactly how their work connects to the bigger picture. No more "what should I focus on?" confusion mid-quarter.
OKRs + KRAsReview & Give Feedback
Run appraisal cycles on your schedule. Collect 360° input from managers, peers, and direct reports. Between cycles, continuous feedback keeps growth conversations happening in real time, not just in December.
360° + ContinuousCalibrate & Reward
Run bell-curve calibration across teams. Identify top performers using the 9-box grid. Link final ratings directly to variable pay and increments, and push the approved numbers to payroll automatically.
Payroll-linkedBuilt for Bangalore's High-Attrition Talent Market
Bangalore IT sees 15–25% annual attrition. Structured performance management is one of the most effective ways to retain your best people.
Companies in Bangalore competing for the same talent
Early warning window to re-engage at-risk employees
More likely to stay with structured, transparent feedback
Average engagement score improvement after 2 appraisal cycles
Spot resignation risk before it's too late
Our system monitors goal completion, feedback frequency, and 1-on-1 consistency. When engagement drops, managers are alerted automatically with time to act.
- Low goal completion triggers early manager alert
- Missed 1-on-1s flagged as a disengagement signal
- Peer feedback sentiment tracked across cycles
- Structured PIP timelines with documented milestones
What changes when you ditch the spreadsheet
Four things that break every time you run appraisals in Excel, and how our system fixes each one.
What Bangalore HR leaders say after switching
Real results from real companies. No stock photos, no made-up numbers.
"We had 280 employees across Whitefield and our appraisal cycle was a disaster every year, 3 weeks of chasing managers, inconsistent ratings, and employees who felt the whole thing was rigged. After the first 360° cycle, our eNPS went from 18 to 44. Engineers started sharing feedback voluntarily. That's a cultural shift I didn't expect in year one."
"We're a 90-person fintech startup in Koramangala. Before OKRs, every quarter ended with teams arguing about priorities. Our company-level OKRs now cascade to every team. Every manager knows what their team's goals are and how they connect upward. Mid-year confusion dropped to near zero within two quarters of going live."
"Our Peenya unit has 220 workers and we were doing PIPs verbally. No documentation, no timelines, no follow-ups. Two employees we put on improvement plans filed complaints because there was no paper trail. The PIP module changed everything. Both employees who went through a structured PIP this year actually improved and are still with us."
Common questions about performance management
Everything HR teams ask before going live, answered honestly.
Yes, completely. You can configure any numeric scale (1–5, 1–10, 0–100) or create fully custom label-based scales such as "Exceptional / Exceeds / Meets / Partially Meets / Does Not Meet." Different departments can use different scales simultaneously, for example, your engineering team can use OKR completion percentages while your sales team uses a 5-point rating. All ratings normalise for bell-curve calibration automatically.
Yes, this is one of our most-used features. Once the HR team approves final appraisal ratings, you can configure increment percentage ranges per rating band (for example: Exceptional = 15–20%, Meets = 8–12%). The system calculates the revised CTC for each employee and pushes it directly to the payroll module. Variable pay and bonus amounts are handled the same way. No manual export, no Excel copy-paste, no risk of data entry errors at the most critical moment of the year.
When you enable anonymous mode, individual peer ratings are completely hidden. No one, including system admins, can trace a specific rating to a specific reviewer. Employees see aggregated scores and combined qualitative comments only. The only exception is self-reviews, which are always attributed. If you prefer attributed 360° (where reviewer identity is visible), that mode is available too. You choose per cycle. Most Bangalore IT companies start with anonymous mode and switch to attributed after 2–3 cycles once psychological safety is established.
KRAs (Key Result Areas) define the broad areas of responsibility for a role, for example, "Sales Revenue" or "Product Quality." OKRs (Objectives and Key Results) are time-bound, measurable targets, for example, "Increase MRR from ₹50L to ₹80L by Q3." Most Bangalore IT companies use OKRs for quarterly goal-setting and KRAs for annual appraisal competency mapping. Our platform supports both frameworks simultaneously, and you can run OKR check-ins every quarter while conducting a KRA-based annual appraisal. Our onboarding team will recommend the right setup for your company size and structure during implementation.
Most companies go live within 5–7 working days. The process: Day 1–2, employee data upload and org structure configuration. Day 3, rating scale and appraisal cycle setup. Day 4–5, HR team walkthrough and manager training (1-hour session). Day 6–7, parallel run and go-live. No IT department involvement is required. The HR team handles everything through a browser-based admin panel. If you're already using our payroll or attendance modules, the performance module can be activated in under 24 hours since employee data is already in the system.