Performance management software, built into HR
Goals, reviews, calibration and feedback — with AI that drafts and evidence that remembers.
Run any review cycle — annual, half-yearly, quarterly or probation — on top of goals and OKRs, continuous feedback and 1:1s. AI assembles review drafts from real evidence, calibration keeps ratings fair, and final ratings hand off to Kredily Payroll for increments. Available as an add-on on Kredily’s paid plans.
The review writes itself — from evidence, not memory
Assistive, never autonomous: every AI draft is labeled, needs a human edit, and AI never sets a rating.
Drafts from real evidence
Self-reviews and manager assessments are assembled from that person’s own goals, check-ins, feedback and 1:1 outcomes — nothing invented, nothing generic. You edit, then submit.
Ask the AI Copilot
“Draft my self-review from this quarter’s check-ins.” “Summarise the peer feedback for Rahul into themes.” Answers are role-gated — a manager only sees their own team.
Checks the language
Every piece of feedback gets a live quality check — vague phrases like “good team player” are flagged with a nudge for specifics and examples. Advisory only; it never blocks.
Continuous by design — the annual review is assembled, not written
Feedback, check-ins and 1:1s accrue as evidence all year, so formal cycles start ninety percent done.
Goals & OKRs
Metric, milestone, currency or qualitative goals with weights that must total 100%. OKR mode adds key results with progress and confidence, aligned up a visual tree to team and company objectives.
Check-ins with confidence
Lightweight updates — value, note and a red/amber/green confidence — on any cadence. The latest check-in shows up as evidence right inside the review form.
Continuous feedback
Give, request or praise anytime, tagged to competencies. Praise flows to a recognition feed; constructive feedback stays private and feeds the next review.
1:1s with talking points
Recurring manager–employee meetings with shared agendas, talking points, private notes and action items that carry forward until they’re done.
Review cycles, no code
Create a cycle, clone last cycle, or configure stages, forms, eligibility and reminders yourself — annual, half-yearly, quarterly, probation or project-based.
360° multi-rater
Employees nominate peers, managers approve, and peer / upward / skip-level input is aggregated anonymously above a response threshold — identities are never exposed.
What each role actually gets
Same data, different lenses — and strict role scoping means a manager never sees another team’s reviews.
Employee
- A self-review you can finish in minutes — the AI draft is pre-assembled from your goals and check-ins
- Full score math: section scores × weights, shown transparently — no black-box ratings
- Agree, or acknowledge with disagreement — your comment goes on the permanent record
Manager
- A team cockpit worklist: needs review, no 1:1 in N days, stale goals, pending feedback — each a one-click action
- Evidence and the AI draft in one editor — not eleven browser tabs; set performance and potential separately
- Approve goals and peer nominations; participate in calibration with an evidence drawer per person
HR & leadership
- Control tower: a live funnel of who’s where, stuck stages and completion by department — nudge in bulk
- Mid-cycle re-orgs handled by an approved transfer flow — reviews reassign with full history
- Reopen a review or override a rating only with a reason — every change lands in an immutable audit log
Calibration that survives leadership scrutiny
Every adjustment records who, old→new and why — calibration is evidence-first, not opinion-first.
Calibration session
- Actual vs target distribution — forced curve is optional and off by default
- Normalization removes manager leniency and severity, with before/after visibility
- Committee sessions with an agenda, live adjustments, lock & sign-off
9-box & succession
- Performance × potential grid — two scores, never collapsed into one
- Every reposition is logged; an evidence drawer sits beside the grid
- Succession bench and promotion-candidate lists on criteria you configure
Downstream & growth
- Push final ratings to Kredily Payroll for increments, with increment letters generated
- Structured improvement plans with checkpoints, confidential by default
- Lightweight career profile: aspirations and preferred next role, usable in 1:1s
Performance reports into Workforce Intelligence
Because performance lives beside payroll, attendance and leave, the numbers connect.
Completion, live
Cycle completion by department and manager — the accountability view that replaces the email chase.
Fairness lens
Rating distribution by manager and tenure surfaces leniency and outliers before sign-off — insight only, never automated action.
Connected talent view
Ratings alongside real attendance, tenure and pay data from the same platform. Explore the cockpit in Workforce Intelligence.
A credible cycle in under an hour
Configure & launch
Pick a cadence, clone last cycle or build stages and forms yourself, scope participants by department, grade or tenure — then launch. Org data reads live from your Kredily directory.
Evidence accrues
Goals get check-ins, feedback gets given, 1:1s happen — every action deposits evidence that the review will be assembled from. Nobody types from memory.
Calibrate, release, pay
Reviews roll into calibration, ratings release with transparent math, and finals push to Kredily Payroll for increments and letters.
Performance management questions, answered
What does Kredily’s performance management include?
Does it support OKRs as well as KPI-style goals?
Can AI write the reviews?
How does calibration work?
Is 360° feedback really anonymous?
Can ratings drive increments?
What do employees see at the end of a cycle?
Which review cadences are supported?
How is performance management priced?
Does it work on mobile?
Explore the rest of the platform
Reviews people trust. Written in half the time.
Goals, calibration and AI-drafted reviews in the platform that already runs your payroll.