Keep Goals, Feedback and Ratings in One Place All Year
Performance management software is the GullyHR module that runs an appraisal cycle end to end: goals, KPIs and KRAs set against a role, a self-appraisal, a manager review, additional feedback where your process uses it, and improvement plans. The cycle starts and closes on dates you set, and each rating can be tied back to what was on record. Ratings and increments remain management's judgement.
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Share your requirementsPerformance Management Software in brief
Performance management software is the module that runs an appraisal cycle end to end: goals, KPIs and KRAs set against a role, a self-appraisal, a manager review that references both, feedback from other reviewers where your process uses it, performance improvement plans with review dates, and reports on who has completed what and how ratings are distributed.
- GullyHR is an HR consulting, HR services, training and software company based in Bengaluru, working with Indian startups and small and medium businesses.
- It covers the full cycle: goal setting, KPIs and KRAs, self-appraisal, manager review, multi-source feedback where used, improvement plans and appraisal reports.
- Cycle dates, rating scale and review sequence are configured to the appraisal process your management has agreed, not to a fixed template.
- The cycle is prompted from the configured dates, so starting it does not depend on someone remembering the month it is due.
- The system records goals, evidence and feedback. The rating and the increment remain your management's judgement.
The starting point
Does the Appraisal Start Late Every Year?
Appraisals tend to fail on logistics before they fail on judgement. Nobody kicks the cycle off, goals are never revisited, managers rate from recent memory and nothing is on record when a rating is questioned.
We configure the cycle, the goals and the review steps around the process you have agreed.
You may be experiencing:
- An appraisal meant to start in a particular month starting weeks late, because kicking it off is nobody's job.
- Goals agreed at the start of the year and not looked at since, including by the person who set them.
- A manager rating from the last few weeks, so an employee who had a difficult early quarter is judged on a different one.
- Ratings across teams never compared, so one department's average sits well above another's and increments follow.
- An employee disputing a rating with nothing to show them: no recorded goals, feedback or notes.
- An improvement plan agreed in a meeting and never reviewed.
- A question about how many appraisals are complete requiring a message to every manager.
- An appraisal outcome and an increment decision made in separate rooms, with different information in each.
- Employees unsure how their work will be assessed, because the basis was never written down before the cycle began.
- A manager asked to write a review with no goals, no self-appraisal and no notes in front of them.
- A performance improvement plan meant to be reviewed, with nobody holding the date.
What we can help with
What the Module Does
Goals Through the Year
Goals set against each employee at the start of the cycle and kept visible, so they are not filed in April and found in March.
KPIs and KRAs
What is being assessed configured against role or department before the cycle begins, so the measure is written down in advance.
Prompted Cycles
Review cycles configured with start and close dates and prompted by the system, so the cycle begins and ends when it is supposed to.
Self-Appraisal
A step where the employee records their own view before the manager forms one.
Manager Review
A review format that carries the goals and the self-appraisal alongside it, so a rating references what is on record rather than recent memory.
Additional Feedback
Input from peers, reports or others captured where your process uses it, held with the review for the period.
Improvement Plans
Where performance needs a documented path, a plan carrying specific actions, a review date and a record of the outcome.
Completion and Rating Reports
Cycle completion by manager and rating spread across teams, visible before increments are decided.
The scope
What the Module Covers
These are the parts of the appraisal cycle the module handles. Your management decides the timing, the rating scale and every rating. The module holds the record, prompts the steps and shows the spread.
Goal Setting
Set goals against each employee at the start of the period and keep them visible to the employee and the manager, so a mid-year conversation has something concrete to work from.
KPIs and KRAs
Configure what is assessed against a role or department before the cycle begins, so two managers assessing similar roles start from the same definition of the job.
Cycle Dates and Prompts
Configure start and end dates for each stage of the cycle. Each stage arrives as a prompted task for the people who must act, so the appraisal does not wait for someone to decide this is the week to begin.
Self-Appraisal
Employees record their own view of the period against the goals on record, before the manager forms one.
Manager Review
Managers review with the goals and the self-appraisal alongside the rating, so the rating refers to recorded work rather than the last few weeks.
Rating Scale
Configure the rating levels you already use, so the scale reads the same in every department.
Additional Feedback
Where your process collects input from peers, reporting staff or an internal customer, gather it against the same cycle and make it available to the reviewing manager.
Improvement Plans
Where performance needs a documented path, set up a plan with specific actions, an owner and a review date, and record the outcome of the review.
Completion Reports
See cycle completion by manager and department, so HR can answer how many appraisals are complete without messaging every manager.
Rating Distribution Reports
See how ratings are spread across managers and teams before increments are decided, which is the information a calibration discussion needs.
Open Improvement Plans
See which improvement plans are still open and when each is due for review.
Performance on the Employee Record
Keep appraisal outcomes on the same employee record used for learning plans and salary revisions, so a development action or an increment can follow the review.
Working together
Ways to Work With Us
Demonstration and Scoping
A walkthrough against your current appraisal practice, then an agreed scope for goals, cycle dates, review forms and reports.
Configuration and Rollout
The cycle, forms and approval route are configured, tested on a sample, and opened for a live cycle.
Ongoing Support
Support through the first cycle and for changes to forms, dates or approval levels afterwards.
Ratings and increments stay with your management. The module records and prompts; it does not decide, and it needs a cycle you have already agreed to configure.
The deliverables
What You Receive
Depending on the scope, you receive:
- A configured performance cycle with start and close dates and prompts.
- Goal, KPI and KRA structures configured against roles or departments.
- Self-appraisal and manager review forms matching your format.
- A configured approval route for ratings and outcomes.
- An improvement plan format with actions, dates and outcome recording.
- Reports on cycle completion and rating spread.
- Training for employees, managers and HR administrators.
- A post-cycle review with agreed adjustments to forms and dates.
- A reference guide for managers and employees on completing their part of the cycle.
- A completion and rating distribution report set up for your calibration discussion.
Step by step
From Cycle Design to a Closed Review
Confirm the Process You Run
We configure the cycle you have agreed rather than invent one. Where the appraisal process itself is not settled, we recommend settling it first, since a system cannot make a cycle that nobody has designed.
Configure Goals and Forms
Goals, indicators, review stages and forms are set up to your design, with the information each step should show to the person completing it.
Set the Dates and Prompts
Start and close dates are configured, and each stage arrives as a prompted task for the people who must act.
Train and Run the Cycle
Employees and managers are trained on their part, and we stay available through the first live cycle.
Review Completion and Spread
After closure we look at completion and rating spread with you and adjust forms, dates and approval levels where practice differed from design. Where it is included in your engagement, we also support your first live cycle, so managers and employees have someone to ask when they first use the module.
The difference
What a Prompted Cycle Gives You
A configured cycle helps you:
We do not promise outcomes. We record a baseline before work starts, covering how late the cycle starts and how many reviews are complete at the deadline, and report against it, so you can see what changed and what did not.
- Begin and close the cycle when it is supposed to, because each stage arrives as a prompted task.
- Let a manager writing a review see the goals and the employee's own account rather than rely on recent memory.
- Show an employee who questions a rating the goals, the self-appraisal and the feedback behind it.
- See rating spread across teams before increments are decided, so calibration is a discussion rather than an assertion.
- Review improvement plans on their date, with the outcome on record either way.
- Report appraisal completion without messaging every manager.
- Keep goals in front of the employee and the manager through the year, rather than finding them again when the form arrives.
- Hold the appraisal outcome and the increment discussion on the same record, so they are made with the same information.
- Give a new manager a defined set of steps to follow for a review, instead of leaving them to improvise.
- Find out where the cycle stalled, and adjust forms, dates or approval levels before the next round.
Find your fit
Who the Module Is For
Businesses Running Appraisals by Spreadsheet
Companies where the cycle starts late and closes later.
Companies With Unvisited Goals
Businesses where goals are agreed once and never revisited.
Multi-Team Businesses
Companies where nobody compares ratings across departments.
Businesses Adding a Manager Layer
Companies whose managers now rate each other's teams for the first time.
Companies With Tools Nobody Uses
Businesses that need the cycle around a tool agreed before it will be used.
Companies Already on GullyHR
Businesses that want appraisal records held against the same employee record.
Businesses Preparing for an Increment Round
Companies that want ratings, goals and feedback on record before increments are decided.
HR Teams Chasing Appraisal Status
Teams who currently message every manager to learn which reviews are done.
Good to know
How It Fits Your Workflow
Through the cycle
- HR configures the dates, forms and rating scale once, and each stage then arrives as a prompted task.
- The employee sees the goals set against them and records a self-appraisal.
- The manager reviews with the goals and the self-appraisal alongside, and records a rating.
- Where your process uses it, peers, reporting staff or others add feedback against the same cycle.
After the review
- HR checks completion and rating spread before increments are decided.
- Management runs the calibration discussion and finalises every rating.
- Improvement plans are reviewed on their date and the outcome is recorded.
Each step has a named person acting on it, and what they recorded is there when a rating is questioned.
Good to know
What You Can Track
Cycle progress
- Cycle completion by manager: which reviews are done and which are pending.
- Cycle completion by department: where the cycle is running behind.
- Open improvement plans: which are still open and when each is due.
Rating spread
- Rating distribution across managers and teams, visible before increments are decided.
These reports support a calibration discussion. They do not decide a rating, and a spread needs context before anyone draws a conclusion from it.
Good to know
What It Is and Is Not
What the module does
- Holds goals, self-appraisal, manager review and feedback against the employee for the review period.
- Prompts each stage from the dates you configure.
- Shows completion and rating spread.
What stays with you
- Ratings, calibration and increment decisions stay with your management.
- The goals themselves are written by your managers and employees.
- The module needs a cycle you have already agreed. Where the appraisal approach is not settled, performance management process consulting is a separate GullyHR service.
The software is separate from our consulting and services, and each is scoped on its own.
Good to know
Getting Started
What you bring
- The appraisal process you intend to run: timing, stages, who reviews whom and the rating scale.
- Your goal, KPI and KRA formats for the roles or departments in scope.
- Your employee list and reporting lines.
- The approval route for ratings and outcomes.
- The names of the HR administrators and managers who will use the module.
Support
Where it is included in your engagement, we configure the cycle, test it on sample reviews, train managers and employees, and stay available through the first live cycle. If any of the above is not documented yet, we can begin by understanding how you appraise today.
Good to know
Access and Data
Who sees what
- An employee sees their own cycle.
- A manager sees their reporting line.
- HR administrators see completion and rating distribution across the company.
Access is role-based and configured to your reporting structure.
Agreed at set-up
Appraisal records are sensitive. Before go-live we agree with you who holds each role. Details of retention and data handling are covered in the proposal and the agreement for your engagement.
Good to know
Frequently asked questions
No. It records goals, self-appraisal, manager review and feedback, and shows rating distribution to support calibration. Every rating and every increment decision remains your management's judgement.
Goals, KPIs and KRAs set against a role, prompted review cycles, a self-appraisal, a manager review, additional feedback where your process uses it, improvement plans and reports on completion and rating spread.
Yes, but the module records what you define rather than defining it. Where goals and measures do not exist, performance management process consulting can build them first, or alongside, so the system is configured to something real.
Yes. The review format and the rating levels are configured to the ones you use, including the written definition of each level. We would rather configure your scale than ask you to adopt ours.
It shows rating spread across managers and teams before ratings are final, so a calibration meeting works from evidence. The meeting, and any change to a rating, is for your leaders.
The outcome is on record against the employee, and reports show it alongside the cycle. How a rating affects an increment is a management policy decision, and the increment itself is processed through your payroll.
Employees and managers use the platform on whatever device they log in from, so a manager away from a desk can complete a step. We confirm specifics for your forms during scoping.
The module uses the employee record and reporting hierarchy, so core employee management is normally configured alongside it. Reports and learning can be added later.
After a demonstration against your current appraisal practice. The proposal sets out the cycle, forms, approval route and reports included, and is agreed in writing before configuration starts.
Access is role-based and configured to your reporting structure. An employee sees their own cycle, a manager sees their reporting line, and HR administrators see completion and distribution across the company.
Where your process includes it, feedback is collected from peers, reporting staff or other reviewers against the same cycle and made available to the reviewing manager and to the calibration discussion.
A plan is set up with specific actions, an owner and a review date, the review is prompted, and the outcome is recorded. Decisions that follow from a plan stay with your management.
Yes. Cycle dates, goal formats and KPIs can differ by department or role where the work genuinely differs. A common rating scale across them is usually worth keeping, because it is what makes calibration meaningful.
Employee and reporting data comes across as part of core employee management. Historical appraisal records are generally not recreated, unless you hold them in a usable format and there is a real reason to load them.
The system will not make a rushed review a good one. Manager training on conducting reviews and applying the scale is part of implementation, and deeper feedback training is available from GullyHR's training practice.
Inside GullyHR, appraisal outcomes sit on the same employee record used for learning plans and salary revisions, so a development action or an increment can follow the review. Connecting to an external system is scoped separately.
Pricing depends on the modules, the number of employees and the set-up support you need. Share your requirements and we will send a tailored proposal.
Start the Cycle on Time and Finish It With a Record
Configure your own goals, forms and review steps, prompt every stage and see rating spread before increments are decided.
Prefer to talk first? Call +91 80958 58589 or write to hello@gullyhr.com.
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