Manage Performance and Growth

Go to Growth > KPIs to create measurable performance indicators for your team.

Creating a KPI:

1. 1Go to Growth > KPIs and click 'Create KPI'.
2. 2Enter the name, description, and category.
3. 3Set the target value and unit (e.g., '95%' for SLA compliance, '₹10L' for revenue target).
4. 4Assign a weight — determines how much this KPI contributes to the overall score.
5. 5Save — the KPI is now available for scorecard assignment.

Scorecards (Growth > Scorecards):

• Group related KPIs into scorecards assigned to a role or department.
• During review periods, employees or managers enter actual values against each KPI (Growth > Data Entry).
• The system calculates scores based on target vs. actual with weighted aggregation.
• Scorecards provide a single composite score for each employee or team.

Go to Growth > Goals to create quarterly or annual objectives with measurable key results.

Goal structure:

• Objective — the high-level goal (e.g., 'Improve customer retention').
• Key results — measurable outcomes that indicate progress (e.g., 'Reduce churn from 5% to 3%').
• Owner — the person responsible for achieving the goal.
• Timeline — quarterly, semi-annual, or annual.

Goal management:

1. 1Create the goal and assign an owner.
2. 2The owner updates progress (percentage) throughout the period.
3. 3Managers can review and comment on goals.
4. 4Goals can be aligned to company or department objectives for top-down visibility.
5. 5Progress rolls up to show department and company-level OKR completion.

Go to Growth > Reviews to configure and launch structured review cycles.

Setting up a review campaign:

1. 1Create a review campaign and set the review period.
2. 2Select participants — specific employees, departments, or everyone.
3. 3Choose the review template — self-assessment, manager assessment, or both.
4. 4Set deadlines for each stage.

Review process:

1. 1Employees complete self-assessments rating themselves on KPIs and competencies.
2. 2Managers submit their assessment with ratings and comments.
3. 3The review can include the manager's assessment of the employee's overall performance.
4. 4Calibration sessions (Growth > Calibration) let leadership teams align ratings across departments for fairness.

Go to Growth > Feedback to gather multi-source feedback from peers, managers, and reports.

Setting up 360° feedback:

1. 1Select the subject employee.
2. 2Choose reviewers — peers, managers, direct reports, cross-functional colleagues.
3. 3Reviewers answer structured questions about strengths, areas for improvement, and behaviours.
4. 4Feedback is anonymous unless configured otherwise.

Using the results:

• Responses are compiled into a feedback report visible to the employee and their manager.
• Use insights from 360° feedback in performance reviews and development planning.
• Track trends over time — compare feedback across multiple review cycles.

Go to Growth > Talent to open the 9-box grid — a strategic tool for categorising employees based on their performance and potential.

How the 9-box works:

• X-axis: Performance (low to high).
• Y-axis: Potential (low to high).
• Employees are plotted into 9 segments — from 'Underperformer' to 'High Potential Star'.

Using the 9-box for decisions:

• Succession planning — identify future leaders in the top-right segments.
• Development targeting — focus L&D resources on high-potential employees.
• Performance conversations — use placement as a starting point for career discussions.
• Drag employees to adjust their position as you gain new insights.