Hospitality
Seasonal and permanent side by side
Seasonal staff are reviewed on short-term goals and permanent teams on an annual cycle; both run in the same system under different rules.
A cycle you can actually follow, not a form filled in once a year
Goals connect from the company down to the individual, feedback accumulates through the year, and by the time the review period arrives the data is already there.
What this runs on today
- Evaluation form spreadsheets
- the year-end scramble of reminders
Performance
It all comes together in one module.
Entered from the same screen, tracked from the same place.
Why it is needed
What happens without this module
The three situations we run into most often. If one of them sounds familiar, we have something to talk about.
- 01
Goals get lost
What was discussed at the start of the year is not written down anywhere; by year end everyone remembers something different.
- 02
Reviews land in the last week
Forms are all filled in at once, and feedback is written in a single sitting rather than across the year.
- 03
Decisions rest on instinct
There is no comparable data behind promotion and bonus decisions; when someone objects, no rationale can be shown.
What it does
What the module covers
Every item is a real screen or flow in the product; we walk through them one by one in the demo.
Cascading goals
Company, department and individual goals connect to one another; progress is visible during the period.
360° review
Manager, peer and team perspectives are collected together; the level of anonymity is configurable.
Continuous feedback
Notes and recognition are left in the moment rather than waiting for the period; the review then works off that accumulation.
Review cycles
Quarterly, half-yearly or annual cycles are set up; form distribution and reminders run automatically.
Development plan
Strengths and areas to develop are drawn out; the relevant training can be assigned directly to the employee.
Performance analytics
Distribution, trend and talent at risk of leaving are tracked by department and position.
How it works
The cycle in four steps
Once it is set up, every period runs in the same order, and most of the steps happen on their own.
- Step 01
Goals defined
The company goal connects to the department, and the department goal to the individual.
- Step 02
Tracked through the period
Progress is updated, and feedback and recognition notes accumulate.
- Step 03
Review opens
Forms go out, reminders send automatically, and 360° input is collected.
- Step 04
Outcome and plan
The conversation happens, a development plan comes out, and training is assigned where needed.
Data flow
A link in the chain, not an island
The same data is entered once. What this module takes in and produces is below — you do no extra work to move data between modules.
Neyden beslenir
- Org chartReporting line and reviewer set
- Employee recordsPosition, tenure and competency framework
- SurveysEngagement and feedback data
Performance
Takes the data in once and shares the same record with the other modules.
Neyi besler
- TrainingTraining assigned by development area
- PayrollBonus and salary increase inputs
- ReportingTalent and performance distribution
In the field
How it is used, and under what constraints
Not promises with numbers, but real setups. Let us go into the one closest to yours in the demo.
- Retail
Store targets
The sales target moves from region to branch and from branch to sales assistant. Everyone sees where their own contribution connects.
- Manufacturing
Shop-floor competencies
Competencies and safety behaviour are assessed instead of numeric targets; forms are filled in on a tablet on the floor.
FAQ
Frequently asked about Performance
Yes. The system supports OKR, KPI and free-form goal structures. You can start with your existing setup and change it over time.
Let’s see the Performance module with your own data
A demo is not a presentation: we build your scenario and run it on screen. You leave with a written proposal covering scope and timeline.