Set expectations
Confirm the employee, manager, period, measurable goals, success criteria, weights, and review dates.
Decision: what will good performance mean for this period?Employee performance management software
Connect employee goals, reviews, and follow-up
Set goals, discuss progress, and manage reviews and development actions in one Jodoo app. Keep employees and managers informed without monitoring daily activity.
Go beyond collecting review forms: help employees and managers understand the assessment, discuss the evidence, and agree what happens next.
Start with Jodoo’s Free plan for up to five users. No credit card required.
- Goals and evidence stay available during reviews
- Overdue work and rating differences reach the right owner
- Record the final review, employee response, and agreed follow-up
Reviewed by Jodoo’s product and content team · September 6, 2026. Explore sample goals, reviews, and follow-up in the app, then adapt the process to your team.
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.
Agree goals, review results, and assign the next action
Each stage should add context for the next conversation rather than create another disconnected document.
Keep evidence current
Capture progress, results, examples, feedback, blockers, support requests, and agreed coaching actions.
Decision: what needs attention before the formal review?Assess with context
Bring the same goals and evidence into the self-review and manager assessment, with comments that explain each rating.
Decision: what outcome does the evidence support?Calibrate exceptions
Review material rating differences, document the rationale, return incomplete records, and confirm the final decision.
Decision: is the result consistent and explainable?Acknowledge and follow through
Record acknowledgement and keep development, recognition, support, or improvement actions visible until complete.
Decision: what changes after the conversation?Help employees and managers see what needs their attention
A dashboard should route people to the record that needs action—not stop at a colored percentage.
QueueWhy a record entersWhat the owner decides
Manager reviews due
Self-review is complete or the manager deadline is approaching.
Assess against goals and evidence, ask for clarification, or submit the review.
Calibration variances
Self and manager ratings differ materially, or the result sits outside the expected pattern.
Keep, change, or return the rating and record the rationale.
Acknowledgements overdue
A final review was shared but the employee has not acknowledged it.
Follow up, capture questions, or document a refusal without changing the outcome.
Development actions at risk
A coaching, development, recognition, or improvement commitment is overdue or blocked.
Reassign support, change the milestone, escalate the blocker, or close with evidence.
Go deeper on the part of performance management you need to fix
Formal appraisal, continuous check-ins, goal tracking, reporting, templates, and small-team adoption have different decision criteria.
01
Formal appraisal
You need self-review, manager assessment, rating logic, calibration, acknowledgement, and sign-off.
Explore performance appraisal software02Continuous conversations
You need regular progress updates, feedback, help with blockers, and assigned follow-up between formal reviews.
Explore continuous performance management03Measurable employee goals
You need targets, milestones, progress evidence, confidence, dependencies, and check-in decisions.
Explore employee goal tracking software04A practical starting point
You need populated records and a working dashboard before designing the full process.
Explore the employee performance templateAdapt reviews in Jodoo while retaining your specialist HR systems
Jodoo is strongest when your team needs a configurable application for its real review and follow-up process.
AreaChange the people team can ownKeep in a specialist system when required
Cycle and criteria
Review types, stages, questions, rating choices, evidence prompts, deadlines, and reminders.
Core employee master data, payroll, benefits, tax, compensation planning, learning, and succession.
Roles and visibility
Employee, manager, people-operations, calibration, and restricted follow-up views and permissions.
Enterprise identity governance or regulated HR controls that require a dedicated platform.
Exceptions and reporting
Overdue queues, returned reviews, rating variance, acknowledgement, development actions, and drill-down dashboards.
Automated employment decisions, employee surveillance, or productivity scoring.
What to settle before you configure the first cycle
The software works only when the process makes expectations, judgment, access, and follow-up clear.
What is performance management software?
It helps organizations set and update employee goals, collect feedback and evidence, run reviews, record decisions, and follow development or improvement actions. A complete system connects the cycle instead of storing only a final rating.
Is performance management the same as performance appraisal?
No. Appraisal is the formal evaluation event. Performance management also includes expectations, goals, check-ins, feedback, coaching, evidence, follow-up, and learning between appraisal cycles.
Can Jodoo replace our HRIS?
That is not the default recommendation. Keep authoritative employee, payroll, benefits, tax, compensation, and other specialist HR data where it belongs; use Jodoo when your performance workflow and views need to adapt.
How do we avoid turning tracking into surveillance?
Track agreed goals, work evidence, decisions, and commitments—not passive activity, keystrokes, or hidden productivity scores. Tell employees what is collected, who can see it, and how it affects decisions.
Who should be allowed to change the process?
Assign a trained business administrator, define which fields and workflows are governed, test changes with representative records, and retain approval for sensitive changes.
What should the pilot include?
Use on-track, overdue, returned, rating-variance, awaiting-acknowledgement, and blocked-follow-up records. Verify the permissions and source drill-down behind every dashboard signal.
Explore the employee review process
Open the Jodoo applicationExplore sample goals, reviews, and development actions
Inspect goals, evidence, manager work, calibration differences, acknowledgements, and follow-up before adapting the workflow to your organization.