Performance Management (KPI, 360°): Collect goals and feedback in the same review cycle

Who is it for, and what problem does it solve?

The performance module is for businesses that run reviews in regular cycles but handle distributing and collecting forms and comparing results with email and spreadsheets. With this method, goals are not written down at the start of the cycle, some forms stay incomplete, different managers use different scales and scores cannot be interpreted against one another.

• HR manager: defines the cycle and competencies, follows who is at which stage, carries out calibration and shares the result.
• Line manager: defines the team's goals, writes the review and requests 360° feedback if needed.
• Employee: proposes their goals, completes the self-review, and sees and confirms the shared result.

What does the performance management module do?

The performance management module brings every step, from opening the cycle to the employee confirming the result, into the same record.

• Review cycle: name, start and end dates (at most 366 days), the weight of goals and competencies in the overall score, up to 12 competency items and whether 360° feedback is enabled. A cycle moves through draft, active and closed states; once started, only its name can change.
• Participants: a cycle opens with all staff who are active on the day it starts; HR adds people who join later to the cycle one by one. Selecting participants by person, department or position and setting up separate cycles for different teams are coming soon. The evaluator is the manager on the employee card, and HR can change it.
• Goals: up to 20 goals per person; name, measure, weight, target and actual value, self-score and manager score. A review cannot be submitted until the weights add up to 100.
• Scoring: an integer scale from 1 to 5 (3 = meets expectations); the overall score is calculated from the weighted goal score and the average of competency scores, according to the cycle's weighting.
• 360° feedback: the evaluator or HR requests an overall score, strengths and development areas from up to 10 people per review; the result is shown after collection is closed and with at least 3 responses. Closing also closes requests still awaiting a response, and no new requests are accepted; responses come back without author details.
• Calibration and sharing: HR sets the final rating, writes a calibration note visible only to HR, sends the review back to the manager if needed and shares the result.
• Employee confirmation: the employee confirms with an optional comment that they have read the shared result.
• Tracking: the distribution of reviews in the cycle by stage and a list of people. Email reminders for the stage that is due, the distribution of results by department and CSV export are coming soon.

Opening someone else's review is written to the audit log; the system administrator role does not see performance data, and a custom role cannot be assigned to a system administrator. HR staff and evaluators cannot perform the manager stage, calibration or sharing on their own review. General access rules for review data are described in the Roles, Permissions & Security module; adding performance reports to the Reporting & People Analytics module is coming soon.

Separate tracking of OKR key results, copying form templates, meeting notes, a second manager form, comparison across cycles and direct assignment from results to the Learning Management module are not available yet and are coming soon. Continuous goal tracking outside cycles and one-to-one (1:1) meeting notes, competency and career planning, succession planning, and feedback and recognition are separate modules that are coming soon; details are on the Performance & Development category page.

How does it work?

A review cycle is completed in five steps.

1. Define the cycle. Enter the dates, the weight of goals and competencies, the competency items and whether 360° feedback is enabled; when you start the cycle, a review opens for all staff who are active that day.
2. Complete goals and the self-review. The employee proposes goals or the evaluator defines them; the employee enters actual values and a self-score and submits.
3. Collect the manager review and 360°. The evaluator scores each goal and competency, requests feedback from colleagues if needed, closes collection and submits.
4. Calibrate and share. HR reviews the overall score, sets the final rating and shares the result with the employee.
5. Get confirmation and close the cycle. The employee confirms the result; when all reviews have been shared, HR closes the cycle.

How do you choose between KPIs, period goals and 360°?

The choice depends on what you want to measure: KPIs measure continuously tracked results, a period goal measures an output specific to that period, and 360° measures behaviour and collaboration. In Sora İK, these approaches are used together in the goals, competencies and feedback sections of the same cycle; separate tracking of OKR key results is coming soon.

Whichever method you choose, review data is personal data about employees; access is limited by role-based permissions, and the details are described on the security page. For plan options, see the pricing page.