01
Goals and OKRs
Set employee goals and objectives with key results. Keep expectations visible throughout the review cycle so employees and managers can discuss progress against the work they agreed.
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Performance and development
Make performance a continuing conversation.
Give employees and managers a shared record of goals, feedback and development. Organize review cycles, one-to-one meetings and calibration, then agree development plans that carry the conversation forward between formal reviews.
Performance tools
Support meaningful conversations and structured reviews.
02
Review cycles and forms
Organize performance cycles and choose review forms for your process. Gather the review information HR needs to follow participation and examine outcomes.
03
Feedback and one-to-one meetings
Collect 360-degree feedback and maintain one-to-one meeting records. Give managers a broader view of the employee's contribution and the topics raised between formal reviews.
04
Development and improvement plans
Record development priorities, competency needs and improvement plans. Use the plans to agree follow-up work and retain context for the employee's next review.
05
Calibration and reporting
Review performance results across the relevant employee population. Calibration gives HR and managers a place to discuss ratings and consistency before final decisions.
06
Merit recommendations
Capture supported merit recommendations as part of performance discussions. Bring the employee's review context into compensation planning and the approval process.
Explore compensationReview participation
Give employees, managers and HR a shared discussion record.
01
Employees
Understand agreed goals, participate in reviews and contribute feedback. Development plans provide a record of the next steps discussed with their manager.
02
Managers
Prepare one-to-one meetings, assess progress and collect relevant feedback. Keep performance conversations connected to goals, competencies and the employee's development.
03
HR and leaders
Organize cycles, review completion and examine results. Use calibration and reporting to support considered performance and talent decisions across teams.
Review cycle
Carry the conversation from goals to follow-up.
Agree expectations
Set the employee's goals and relevant competencies. Choose the review cycle and forms so participants know what information to contribute.
Collect and discuss
Gather reviews and feedback, hold manager conversations and examine results. Use calibration where your process requires a wider discussion of ratings.
Record the next steps
Agree a development or improvement plan and capture relevant recommendations. Revisit the plan in later meetings and the next performance cycle.
Show us the work
you want to improve.
Tell us where the work gets difficult. We'll tailor a walkthrough to your people, countries and priorities.
Book a demo ↗ Business details only. Please do not share employee, salary, bank or tax data.Can we start with HR?
Yes. Tell us which records, hiring, development or employee-service workflows you need. Your proposal confirms the features, implementation work and country scope included.
Is every country available?
Availability is confirmed for your country, worker types, pay cycle and output channels before implementation. A country page is an invitation to discuss scope.
Is Payrovia suitable for one company?
Yes. One employee record can support a single company in one country or a group operating across countries. The setup reflects your structure, access requirements and local workflows.