# Performance

Define indicators, set goals, organize review cycles, and record each employee's reviews with a full history.

The **Performance** module turns performance reviews into a continuous, documented process. You define what is evaluated (indicators), what is expected of each person (goals), when the review takes place (cycles), and record the outcome (reviews). Use it for feedback conversations, promotion decisions, and development plans. [[roles: Company, Employee]] !image[Employee review list with reviewer, cycle, rating and status in the Performance module](/assets/img/erp/performance.webp) ## Before you start - Employees must be added in *HRM > Employees*. See [HR, attendance, leave, and payroll](#/hrm). - Agree with leadership on which competencies and results will be evaluated and how often. - Check the permissions of the people who will conduct reviews in [Roles and permissions](#/user-roles). ## Set up module categories Categories organize the indicators and make reports clearer (for example, Behavioral, Technical, Results). **Menu path:** *Performance > System Setup*
  1. Open Performance > System Setup. The indicator categories screen opens.
  2. Click the + button (Create) and enter the category name.
  3. Click Save. Repeat for each category.
  4. Review the other lists available in the setup's internal menu.
## Create performance indicators Indicators are the criteria each employee will be evaluated on. **Menu path:** *Performance > Performance Indicators*
  1. Open Performance > Performance Indicators.
  2. Click the + button (Create).
  3. Enter the indicator name, the category, and an objective description of what is expected.
  4. Click Save. The indicator becomes available for reviews.
:::tip Write each indicator as an observable behavior. "Delivers tasks by the agreed deadline" is fairer to evaluate than "Is committed". ::: ## Set employee goals Goals state what is expected of each person in the period and serve as the basis for the next review. **Menu path:** *Performance > Employee Goals*
  1. Open Performance > Employee Goals.
  2. Click the + button (Create).
  3. Select the employee and describe the goal, with the expected result and the deadline.
  4. Click Save. Update the goal's progress throughout the period.
## Open a review cycle The cycle defines the period under review and organizes all the reviews for that round, such as "First half" or "Annual review". **Menu path:** *Performance > Review Cycles*
  1. Open Performance > Review Cycles.
  2. Click the + button (Create).
  3. Enter the cycle name and the start and end dates.
  4. Click Save. The cycle becomes available to link reviews to.
## Record an employee review The review records the score on each indicator and the reviewer's comments. **Menu path:** *Performance > Employee Reviews*
  1. Open Performance > Employee Reviews.
  2. Click the + button (Create).
  3. Select the employee and the review cycle.
  4. Rate each indicator and write comments on strengths and areas for improvement.
  5. Click Save. The review goes into the employee's history.
:::note Review past reviews and goals before each new round. The history shows progress over time and prevents feedback that is disconnected from the past. ::: ## Complete flow 1. Set up the categories in *Performance > System Setup*. 2. Create the indicators in *Performance Indicators*. 3. Set each person's goals in *Employee Goals*. 4. Open the cycle in *Review Cycles*. 5. Record the reviews in *Employee Reviews* and talk with each employee about the outcome. 6. Use the outcome to plan [training](#/training) and new goals. ## Frequently asked questions ### How often should I open a review cycle? It depends on the company, but semiannual or annual cycles, with more frequent goal check-ins, work well for most. What matters is keeping the same cadence so you can compare results. ### What is the difference between Employee Goals and the Goal module? *Performance > Employee Goals* covers individual employee goals. The Goal module, in the main menu, covers the company's financial goals. See [Financial goals](#/goal). ### Can I use the same indicators for every job title? You can, but ideally you should combine general indicators, valid for everyone, with area-specific indicators. Use categories to organize that separation. ### Can employees see their own review? It depends on their role permissions, defined in *User Management > Roles*. Even so, we recommend presenting the outcome in a one-on-one conversation. ## Next steps Turn the gaps found in reviews into development plans. :::related training, hrm, employees-hr :::