Goal and result
Measure, target, current result, milestone, confidence, evidence, blocker, and latest update.
Use it to discuss progress and support.Employee performance tracker
See who needs a conversation—and why
Track current goals, evidence, review work, manager decisions, acknowledgements, and follow-up without reducing employee performance to a single score.
This tracker is designed for action: every due, blocked, or waiting signal opens the record and context behind it.
Start with Jodoo’s Free plan for up to five users. No credit card required.
- Current goal and evidence status by employee
- Manager work, review stage, and next due action
- Development and support commitments followed to closure
Reviewed by Jodoo’s product and content team · September 6, 2026. Explore the sample records in Excel and Jodoo to choose the format that suits your review process.
Included in the sample appReview, goal, calibration, development, mobile, and dashboard views with sample records.Adapt after installationSet the reminders, permissions, routes, and review rules your team actually uses.
Track goals, reviews, conversations, and development actions
The tracker should help the next conversation—not become a second employee directory.
Review work
Cycle, stage, employee due date, manager due date, rating variance, calibration, and acknowledgement.
Use it to move the formal process forward.Conversation decision
What was discussed, what changes, agreed action, owner, due date, and next check-in.
Use it to preserve accountability after the meeting.Development follow-up
Development, coaching, support, recognition, or improvement action with milestones and evidence.
Use it to verify the outcome, not only the promise.Show each person only the work they can act on
One source of records can support distinct employee, manager, people-operations, and leadership views.
ViewWhat appearsWhat the user does
My performance work
My goals, updates, self-review, acknowledgement, and agreed actions.
Update progress, add evidence, reflect, acknowledge, and complete follow-up.
Manager action queue
Due check-ins, reviews awaiting assessment, blocked goals, and overdue support actions.
Review context, make the decision, and assign the next commitment.
Cycle operations
Readiness, completion by stage, returned reviews, calibration variance, and acknowledgement.
Resolve process exceptions and support managers.
Leadership signals
Goal health, completion, support demand, and follow-up by team with source drill-down.
Remove systemic constraints without exposing unnecessary sensitive detail.
Use measures that produce a response
Avoid vanity counts and hidden employee scoring.
Update freshness
How long since a meaningful progress update?
Response: ask for context or adjust the cadence.Manager work due
Which check-ins, assessments, decisions, or support actions are waiting?
Response: reassign an overdue task or ask the responsible manager to act.Blocked goals
Which goals need a decision, dependency, resource, or changed milestone?
Response: assign support and a due date.Follow-up health
Which agreed development or improvement actions are open, overdue, or verified?
Response: remove the blocker or close with evidence.Use the tracker without losing trust or context
The best tracker makes work visible and rules understandable.
What is an employee performance tracker?
It is a working view of employee goals, progress evidence, review status, manager decisions, and follow-up. It should help people complete the next action, not merely store ratings.
What should not be tracked?
Avoid passive surveillance, keystrokes, hidden productivity scores, or unrelated personal data. Collect information that employees understand and that supports an agreed performance decision.
Can different roles see different records?
Yes. Configure employee, manager, people-operations, calibration, and leadership views and permissions around what each role needs to act.
How is this different from a spreadsheet?
The Jodoo tracker adds role views, workflows, reminders, mobile updates, permissions, connected records, and dashboards that open the source data.
Can the tracker change as the process evolves?
Yes. A trained administrator can adjust fields, choices, workflow stages, permissions, reminders, views, and dashboard measures.
Should one tracker contain confidential improvement notes?
Only with explicit access controls. Keep restricted detail in a governed record and expose only the status or action needed in broader views.
Open the populated tracker
Open the Jodoo applicationExplore overdue reviews, blocked goals, and completed actions
Check whether employees, managers, and people operations can reach the right context and next action without maintaining separate files.