More Than Just Annual Reviews
Traditional performance management is broken. Annual reviews that no one wants to do, goals that get forgotten, and development that doesn't happen.
Our Performance Management module makes objectives visible and actionable, connects performance insights to development plans, and helps everyone see how their work contributes to organisational success.
Choose Your Performance Framework
Support the way you already work, Objectives, KPIs, OKRs, or a hybrid approach
Objectives & Goals
Set clear objectives at individual, team, and organisational levels. Track progress with regular check-ins.
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SMART goal templates
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Hierarchical goal linking
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Progress tracking and updates
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Milestone celebrations
KPIs & Metrics
Define and track the metrics that matter. From sales targets to delivery rates, measure what drives success.
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Custom KPI definitions
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Real-time metric dashboards
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Trend analysis and tracking
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Target thresholds
OKRs
Implement Objectives and Key Results for organisations that need agility and quarterly cycles. Perfect for fast-moving teams.
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Quarterly OKR planning
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Key result measurement
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Alignment visualisation
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OKR retrospectives
From Strategy to Action
Three steps to connect individual work to organisational goals
1. Align to Organisational Goals
Define organisational objectives at the top, then cascade them through departments, teams, and individuals.
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Every employee sees how their objectives link to bigger goals
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Visible connections from individual work to strategy
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Choose your model: Objectives, KPIs, OKRs, or performance goals
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Flexible framework that fits your culture
2. Track Progress Continuously
Move beyond annual reviews. Track progress in real-time with regular check-ins and updates.
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Employees update progress on their objectives
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Managers see team progress at a glance
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Regular check-in prompts and conversations
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Identify blockers early and adjust course
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Celebrate milestones as they happen
3. Link to Development
Performance gaps create development opportunities. Make performance management about growth, not just evaluation.
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Performance objectives link to development activities
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Skill gaps identified through performance reviews
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Development tips recommended based on objectives
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Track how development supports performance
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Managers support both performance and growth
Module Features
Goal Cascading
Link individual objectives to team and organisational goals. Everyone sees how their work matters. Alignment visualisation shows connections.
Continuous Check-Ins
Regular performance conversations, not just annual reviews. Prompts for manager-employee check-ins. Document progress and discussions.
Progress Tracking
Visual dashboards for employees and managers. Track completion, milestones, and updates. See what's on track and what needs attention.
Development Integration
Performance objectives flow to development plans. Skill gaps drive learning recommendations. Track how development supports performance goals.
Team & Individual Views
Employees see their personal objectives and progress. Managers see team-wide performance at a glance. HR sees organisational alignment.
Flexible Cycles
Annual, quarterly, or continuous cycles. Set your own review periods and check-in frequency. Adapt to different team needs.
🔗 Seamless Module Integration
Performance Management connects across the platform:
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Development Module- Performance objectives link to development activities, skill gaps drive learning
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360 Feedback- Feedback results inform performance conversations and development needs
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Succession Planning- Performance ratings feed succession readiness assessments
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Programmes Module- Programme participation tracked as development towards performance goals
Works standalone too: Deploy as independent performance tracking system without other modules.
Module Benefits
Clear Alignment
Everyone understands how their work connects to organisational strategy. No more wondering "why does this matter?", the connections are visible.
Continuous Improvement
Move from annual reviews to ongoing development. Regular check-ins mean course corrections happen in real-time, not months later.
Development Focus
Performance management becomes about growth, not just evaluation. Gaps create development opportunities. Support people to improve.
Manager Support
Managers see team performance at a glance. Structured check-in prompts make conversations easier. Focus time on coaching, not admin.
Flexible Framework
Use Objectives, KPIs, OKRs, or a mix. Adapt the system to your organisation's needs, not the other way around. Different teams, different approaches.
Real-Time Visibility
See progress as it happens, not six months later. Identify blockers early. Celebrate wins when they occur. Keep performance conversations current.
Who Uses Performance Management
Organisations moving beyond annual reviews to continuous development
🎯 Strategy Execution
Organisations that need to cascade strategy to every employee. Make sure everyone's work aligns to organisational priorities. Track progress against strategic objectives.
🚀 Fast-Moving Teams
Teams using OKRs for quarterly goal-setting. Agile organisations that need flexibility. Track key results and adapt based on progress.
📊 Data-Driven Leaders
Organisations making decisions based on performance data, not gut feel. See patterns, identify trends, and act on evidence. Real-time dashboards for leadership.
🎓 Development-Focused Cultures
Organisations where performance management drives growth. Link performance gaps to development activities. Track how learning supports better performance.
FAQ
What does Esendia’s Performance Management module help teams do?
It helps teams connect day-to-day work to strategy by setting objectives (Goals, KPIs or OKRs), tracking progress continuously, and keeping performance conversations current rather than relying on annual reviews.
FAQ 2: Can we choose the performance framework that suits our organisation?
Yes. You can select the framework that best aligns with your organisation’s strategy, culture and maturity, whether that’s a simple goal-based performance approach, OKRs, or KPIs. The module is designed to be flexible. You can adopt the structure that works best for your teams while maintaining visibility, alignment and consistency across the organisation.
How does this module support development rather than just evaluation?
Performance objectives can link directly to development activities, so skill gaps become actionable development plans and managers can track progress over time, making performance management about growth, not just ratings.
Does it work standalone, or only with other Esendia modules?
It works both ways. You can deploy it as a standalone performance tracking system, or connect it with Development, 360 Feedback, Succession Planning and Programmes to share data and reduce duplication.