Set Goals, Run Reviews and Track Employee Performance
Appraisals meant to happen every year quietly slip because nothing prompts anyone to start, and when they do happen, ratings are decided in a single meeting with no record of the goals set months earlier. Performance management software gives goals, reviews and ratings one place to live.
What is performance management software?
Performance management software is the GullyHR module that manages goal setting, KPIs and KRAs, review cycles, self-appraisal, manager reviews, feedback inputs and performance improvement plans. It keeps a recorded history of goals and feedback through each cycle, with appraisal reports that carry through to increment and development decisions.
When businesses ask us for this
- The annual appraisal is meant to start in a given month and routinely starts weeks late because nobody kicks it off.
- Goals set at the start of the year are never referred to again until the rating conversation.
- A manager rates an employee from memory of the last few weeks rather than the whole review period.
- Ratings are agreed but never checked for consistency across teams before increments are decided.
- An employee disputes a rating and there is no record of the goals or feedback behind it.
- A performance improvement plan is agreed verbally and nobody tracks whether the employee met it.
- HR is asked for appraisal completion status and has to chase every manager individually to compile it.
What the work covers
Performance management software configures your appraisal cycle: how goals are set, what review format your business uses, how self-appraisal and manager review are sequenced, whether feedback is collected from more than one source, and how a performance improvement plan is tracked. We configure the review cycle, rating scale, calibration rules and reports. You provide your current or intended appraisal process, review timing, and the rating scale and calibration approach your management wants to use. This is delivered as configuration and training within a GullyHR software engagement.
Goals
Goals set for each employee at the start of a review period, linked to their role, and visible to the employee and their manager throughout the cycle rather than only at review time.
KPIs and KRAs
Key performance indicators and key result areas configured against role or department, giving a defined basis for what is being assessed.
Review cycles
Review cycles configured with start and end dates, so a cycle is prompted to begin and complete on schedule instead of depending on someone starting it.
Self-appraisal
A self-appraisal step for employees to record their own view of performance against goals before the manager review stage.
Manager reviews
A structured manager review format referencing the goals and self-appraisal already recorded, rather than a rating decided from memory.
360-degree feedback
Where your process calls for it, feedback collected from peers, reports or other reviewers alongside the manager review, recorded against the employee's cycle.
Performance Improvement Plans
A structured plan with defined actions and a review date for an employee whose performance needs a documented improvement path.
Appraisal reports
Reports on cycle completion, rating distribution and PIP status, giving management visibility without individually chasing every manager.
How it runs
Process mapping
We review your current or intended appraisal process, review timing, rating scale and calibration approach.
Goal and KPI framework configuration
Goal formats, KPIs and KRAs are configured against role or department as your business defines them.
Review cycle configuration
Review cycle dates, self-appraisal and manager review sequencing, and rating scale are configured to your process.
Feedback and PIP setup
Multi-source feedback, where used, and the performance improvement plan format are configured.
Role and permission setup
Access for employees, managers and HR administrators is defined for entering, reviewing and viewing appraisal information.
Training
Managers are trained on conducting reviews and using the rating and feedback tools; employees are shown how to complete self-appraisal.
Go-live
The first configured review cycle runs live, with support available through goal setting, self-appraisal and manager review.
Review and calibration
After the first cycle, we review completion rates and rating patterns with management and adjust configuration where the process did not fit in practice.
What you receive
- A configured goal-setting format linked to role or department.
- Configured KPIs and KRAs for your typical roles.
- A configured review cycle with self-appraisal and manager review sequencing.
- A configured rating scale and calibration approach.
- A configured performance improvement plan format with review tracking.
- Appraisal reports covering cycle completion and rating distribution.
- Training sessions for managers and employees.
- Reference documentation for running the appraisal cycle.
Who it is for
- Businesses with an appraisal process that exists on paper but is inconsistently followed in practice.
- Companies wanting goals, self-appraisal and manager review to reference each other instead of a single end-of-year conversation.
- Multi-department businesses wanting a consistent rating scale and calibration approach across managers.
- Companies wanting appraisal outcomes recorded clearly enough to support increment and development decisions.
- Businesses introducing a formal performance process for the first time, ahead of a defined appraisal cycle.
Why GullyHR.
GullyHR also advises on performance and productivity consulting, so this module is configured against a goal, review and rating structure your management has actually agreed, rather than a generic appraisal template. If your performance management approach itself needs to be designed or refined before it is configured, that work is available from the same team.
What changes
- Appraisal cycles begin and complete on schedule because the system prompts the review date rather than relying on memory.
- Goals set at the start of a cycle are visible and referenced through self-appraisal and manager review, not revisited only at the end.
- Manager ratings are based on a recorded history of goals and feedback rather than recent memory alone.
- Performance improvement plans are tracked to a defined review date instead of being agreed verbally and forgotten.
- Management can see appraisal completion and rating distribution from a report rather than chasing individual managers.
Who does what
| Activity | GullyHR | Your team |
|---|---|---|
| Defining the appraisal process and rating scale | Recommends a workable format and configures the one agreed. | Confirms the review cycle timing, rating scale and calibration approach, which are management decisions. |
| Setting goals and KPIs | Configures the goal and KPI framework in the system. | Defines the actual goals and KPIs for each role or department, with managers and employees. |
| Conducting reviews | Trains managers and employees on using the review tools. | Managers and employees complete self-appraisal and manager reviews within the configured cycle. |
| Calibrating ratings | Provides the rating distribution report to support calibration. | Runs the calibration discussion and finalises ratings, which remains a management judgement. |
| Tracking performance improvement plans | Configures the PIP format and review tracking. | Agrees PIP actions with the employee and conducts the review, using the system to record outcomes. |
Where the software fits
Performance management software carries goals, self-appraisal, manager review and feedback for each employee against their record for the review period, so a rating decision references what was actually recorded through the cycle rather than a single closing conversation. A review date is prompted as a task from the configured cycle, so the appraisal is not dependent on someone remembering to start it. Access is role-based: an employee sees their own goals and appraisal, a manager sees their team's, and HR administrators see cycle-wide reports. The module is designed for use by managers and employees on a computer or a mobile browser, including completing a self-appraisal outside office hours. The system supports the appraisal process with records and prompts; the rating and calibration decisions remain your management's judgement.
Ways to engage us
- Demonstration and scoping
- A walkthrough of the module against your current appraisal process, followed by agreed scope for goals, cycles and rating scale.
- Configuration and rollout
- The goal framework and review cycle are configured, tested against a sample review and rolled out for a live cycle.
- Ongoing support
- Continued support for new cycles, updated KPIs or rating scale changes as your appraisal process evolves.
Questions we are asked
It manages goal setting, KPIs and KRAs, review cycles, self-appraisal, manager reviews, feedback inputs and performance improvement plans, with appraisal reports covering completion and rating distribution.
Yes. A small business can run a simple annual review cycle through it, and a multi-department or multi-location business can configure role-specific goals and a consistent rating and calibration approach across teams.
Employee and reporting data is migrated as part of core employee management. Historical appraisal records prior to go-live are generally not re-created unless specifically requested and available in a usable format.
Yes, within GullyHR. It uses the employee record and reporting hierarchy from core employee management, and its records can inform learning and development planning. Connecting to a separate external system would be scoped as its own requirement.
Implementation includes process mapping, goal and review cycle configuration, and rating scale setup, followed by training for managers on conducting reviews and for employees on self-appraisal.
No. The system records goals, self-appraisal, manager review and feedback, and supports calibration with a rating distribution report. The rating and calibration decision remains your management's judgement.
Where your process includes it, feedback is collected from peers, reports or other reviewers alongside the manager review, and recorded against the employee's review cycle for the manager and calibration discussion to reference.
A performance improvement plan is set up with defined actions and a review date, and progress is recorded against it, so the review happens on schedule rather than being agreed verbally and forgotten.
The module is designed for use by managers and employees on a computer or a mobile browser, so completing a self-appraisal or reviewing a goal does not require being at a desk.
After a demonstration and a review of your current or intended appraisal process, we agree the goal framework, review cycle and rating scale involved, and the proposal sets out scope and delivery before work begins.
Prefer to talk first? +91 80958 58589 · hello@gullyhr.com