Goal Completion
Teams hit 85% of OKR targets each quarter on average.
View case study— Module Details
We Build Modular HRMS Modules.
Performance Management.
Built for HR and leadership teams running OKRs, continuous feedback, 360-degree reviews, and calibration cycles across hybrid workforces.
HRVixa Performance turns yearly review theatre into continuous performance conversations. OKRs cascade from leadership to teams. 1-on-1s capture real coaching. 360-degree feedback surfaces blind spots. Calibration ensures fairness. Reviews complete in days, not months.
Our Promise
- OKRs and goal alignment across teams.
- Continuous 1-on-1s and real-time feedback.
- 360-degree reviews and calibration.
The Challenge
HRVixa Performance solves the death of the annual review — replacing one stressful event with a continuous loop of goals, feedback, calibration, and coaching. Faster, fairer, more useful to everyone.
HRVixa Performance integrates with Slack, Teams, and Outlook for inline feedback capture. OKR cascading from company → department → team → individual. Calibration sessions with manager training built in. Compensation linkage configurable. Continuous, not annual — that is the entire shift.
All questions answered here.
Performance management is the system of setting expectations, providing feedback, evaluating outcomes, and linking results to growth, development, and compensation. HRVixa Performance handles every layer — OKRs, 1-on-1s, peer feedback, 360 reviews, calibration, IDPs, and comp recommendations — replacing annual reviews with continuous conversations.
OKRs cascade from company objectives down through department, team, and individual goals — with visual goal trees showing alignment. Progress updates happen weekly via mobile or Slack/Teams. Confidence scoring (50%/70%/95%) replaces binary success metrics. Quarterly retrospectives are built in.
Quarterly, half-yearly, annual, project-based, probation, mid-year, calibration cycles — every cadence supported. Custom forms for self-review, manager review, peer review, skip-level review, upward review, and 360 review. Workflows automatically route between reviewer/reviewee/calibrator with timeline-based reminders.
Most customers run a hybrid model in year one — keep annual cycles for compensation, layer in quarterly check-ins and continuous feedback. By year two, the annual cycle becomes a summary of the year's conversations, not a separate event. Our implementation team designs the transition plan with your leadership team.
360 reviews invite manager, peers, direct reports, and skip-level reviewers. Anonymity is configurable per relationship. Calibration sessions let managers normalise ratings across teams — surfacing both leniency and harshness biases. AI flags inconsistencies (e.g., glowing comments paired with low ratings) for manager review.
Manager: team dashboard, 1-on-1 templates, feedback prompts, review pipeline, calibration tools, compensation recommendations. Employee: goal tracker, self-review prompts, peer-feedback inbox, IDP builder, career-path visualiser, mobile-first UI for capturing feedback on the go.
HRVixa Performance moved our team from annual reviews to weekly conversations.
— [Customer Name], People Director
