Replace the dreaded annual review with weekly behavioral data. Five habit categories, continuous feedback, and coaching tools that help managers lead instead of grade.
Everyone knows it. Employees dread it. Managers rush through it. HR collects forms that sit in a drawer. There has to be a better way.
Annual reviews compress 12 months of work into a single awkward meeting. Managers scramble to remember what happened in February. Employees feel blindsided by feedback they could have acted on months ago.
Without behavioral data, reviews default to gut feelings and recency bias. High performers get average scores because their big wins were in Q1. Quiet contributors get overlooked entirely.
Most managers get zero training on how to give feedback, set goals, or coach their team. Then HR hands them a form once a year and hopes for the best. The process creates anxiety, not growth.
From first behavioral observation to calibrated reviews in under a week. Here is how Perform transforms your performance management.
Peers, managers, and employees themselves log behavioral observations across five habit categories: Communication, Problem Solving, Taking Charge, Teamwork, and Reliability. It takes two minutes per week and builds a data trail that makes reviews write themselves.
Company objectives cascade to team goals to individual OKRs. Everyone sees how their work connects to the bigger picture. Progress updates happen in real time, not in a spreadsheet that nobody opens.
Perform surfaces conversation prompts, flags performance trends, and gives managers specific talking points before every one-on-one. The result: better conversations, documented progress, and managers who actually develop their people.
Continuous performance management. Built for managers, not HR departments.
Five behavioral categories observed weekly by peers, managers, and self. Two minutes builds 52 weeks of performance data.
Performance trends across every team, manager, and individual. Spot coaching opportunities before they become performance issues.
Conversation guides, feedback prompts, and development suggestions. Managers who coach, not managers who fill out forms.
See how organizations like yours are using Perform to build a continuous performance culture.
“Our managers used to spend 40 hours per cycle writing reviews from memory. Now the behavioral data writes 80% of the review for them. The conversations are better and the whole process takes a fraction of the time.”
“We identified three managers whose teams had declining Teamwork and Communication scores. Targeted coaching turned those teams around within a quarter. We never would have caught that with annual reviews.”
“The weekly habit tracking changed the culture. People give each other feedback in real time now because the system normalizes it. Performance conversations went from something people fear to something they expect.”
Join the growing community of HR leaders using Perform. Request a demo to see real customer stories.
See Customer StoriesSee how Perform compares to the platforms that take six months to implement and the ones that are too lightweight to matter.
| Enterprise Platforms | Mid-Market Tools | Humareso Perform | |
|---|---|---|---|
| Continuous feedback | Limited | Yes | Yes,weekly behavioral data |
| Behavioral habit tracking | No | No | Yes,5 categories, 15+ behaviors |
| Manager coaching tools | Basic | Some | Yes,conversation guides + prompts |
| OKR / goal alignment | Yes | Yes | Yes,cascading from company to individual |
| Performance calibration | Yes | Limited | Yes,data-driven, not opinion-driven |
| Setup time | 3–6 months | 2–4 weeks | 48 hours |
Five research-backed habit categories create an objective behavioral record. Reviews are grounded in observed actions, not recency bias or personal preference.
Perform gives managers conversation guides, coaching prompts, and specific talking points before every one-on-one. The goal is better leaders, not better paperwork.
When integrated with Engage, managers see team sentiment alongside performance data. This context helps distinguish between a skill gap and a motivation gap, so interventions actually work.
Performance management should work for every kind of team, not just the ones with time to fill out forms.
Billable hours are not a performance strategy.
Knowledge workers need feedback on how they collaborate, communicate, and solve problems. Perform tracks the behaviors that predict client satisfaction and team effectiveness, not just utilization rates.
Patient outcomes start with staff performance.
When turnover costs $40K+ per nurse, you cannot afford to wait a year to identify coaching opportunities. Weekly behavioral data surfaces reliability and communication gaps before they become patient safety issues.
Supervisors need coaching tools, not more paperwork.
Floor supervisors are promoted for technical skill, not management ability. Perform gives them structured conversation guides and behavioral data so they can lead their teams instead of guessing.
Plug in your numbers. See the hidden cost of your current performance process.
Based on SHRM data: managers spend 8+ hours per review cycle. Employee prep time averages 4 hours per cycle. Continuous feedback reduces review cycle time by 67% (Deloitte Human Capital Trends).
Perform is stronger with Engage data. Add Lead when you are ready to develop your next generation of leaders.
Understand what your people need. Weekly pulse surveys, turnover prediction, and safety culture analytics for every worker.
Drive performance with data, not gut feelings. Continuous feedback loops, behavioral habit tracking, goal alignment, and manager coaching tools.
Build the leaders your culture deserves. 360-degree feedback, development plans, and leadership benchmarking.
Each product works standalone. Together, they’re a complete workforce intelligence platform.
Straight answers. No sales pitch.
Perform replaces the once-a-year review with weekly behavioral tracking across five habit categories. Managers get continuous data instead of trying to remember 12 months of performance in a single sitting. When review time comes, the data is already there.
Communication, Problem Solving, Taking Charge, Teamwork, and Reliability. Each category contains multiple specific behaviors that are tracked weekly through peer, manager, and self-assessment. Categories can be customized to match your organization’s values.
The weekly check-in takes about two minutes. Most employees prefer it because they get regular feedback instead of waiting a year for a surprise. When people know exactly where they stand, anxiety goes down and performance goes up.
Most organizations are live within 48 hours. We configure your habit categories, import your org chart, and set up your first review cycle. No multi-month implementation project, no IT bottleneck.
Yes. Engagement signals from Engage flow directly into Perform, giving managers context on team sentiment alongside performance data. This connection helps distinguish between a skill gap and a motivation gap, so interventions actually work.
Yes. Perform ships with research-backed conversation guides and coaching prompts. You can customize these to match your management philosophy, add company-specific scenarios, or create role-specific coaching frameworks.
Calibration sessions use behavioral data instead of manager opinions. Perform surfaces the actual observation counts, trends, and peer assessments so leadership teams can have evidence-based calibration conversations. No more arguing over gut feelings.
Perform integrates with all major HRIS platforms including ADP, Paylocity, Paycom, BambooHR, UKG, and Workday. Employee rosters and org charts sync automatically.
See how Perform gives your managers the data and tools to develop their people every week, not once a year.
No commitment. No credit card. 15-minute personalized demo.
