HR & people teams
Run consistent review cycles across the company.
Performance Management Software
Performance Management Software for Growing Teams
Run reviews, goals, and feedback in one system: set and track OKRs, run performance reviews, exchange continuous feedback, and give managers the analytics to develop their people.
Goal TrackingPerformance ReviewsContinuous FeedbackManager Insights
Trusted by global innovators
What is performance management software?
Performance management software is the system where goals, OKRs, continuous feedback and review cycles live in one record, so managers coach during the year instead of only at an annual review. Agnotic Technologies builds it as custom software for HR and people teams, configured to your review cycles and synced with your HRIS.
Annual reviews on spreadsheets report last year, too late to act on. The software keeps goals and OKRs visible, feedback flowing year-round and reviews drawing on a record, with analytics that connect individual goals to company objectives.
What it is
Continuous performance, not annual reviews
Performance management software manages goals and OKRs, performance reviews, continuous feedback, and employee growth, with analytics for managers and HR.
It connects individual goals to company objectives and gives managers a live view of performance rather than a once-a-year snapshot.
What do we build into a performance management platform?
Each capability turns performance from an annual event into a continuous, coachable process.
Goal Management
Set, cascade, and track goals across the organization.
OKR Tracking
Manage OKRs linking individual work to company objectives.
Performance Review Workflows
Configurable review cycles with self and manager input.
Continuous Feedback
Ongoing feedback and check-ins between review cycles.
360 Feedback
Multi-rater feedback from peers, reports, and managers.
Employee Growth Tracking
Track development and career progression over time.
Performance Analytics
Analytics on performance trends across teams and time.
Manager Insights
Dashboards that surface who needs coaching and when.
HRIS Integration
Sync people, roles, and org data from your HR system.
Where it runs
Who uses performance management software?
HR teams, managers, and leaders developing and aligning their people.
Managers
Goals, feedback, and coaching for their teams.
Employees
Clear goals, feedback, and growth visibility.
Leadership
Alignment of goals to company objectives.
Growing companies
Structured performance as headcount scales.
L&D teams
Development tied to performance and goals.
Why it matters
What changes when performance is continuous?
- Keep goals and OKRs visible year-round
- Run consistent, structured review cycles
- Enable continuous feedback and coaching
- Align individual goals to company objectives
- Track employee growth and development
- Give managers analytics to act on
Annual reviews come too late
Performance problems and disengagement show up long before the yearly review. Continuous goals and feedback let managers act while it still matters.
Year-round
Goals and feedback, not annual
Aligned
Individual goals to objectives
Coachable
Insights managers act on
Domain & connectivity
Built for performance and growth
OKRsReviewsFeedbackDevelopmentAnalyticsHRIS
Facts and sources
Which appraisal rules shape a review workflow?
Short facts from the US federal performance appraisal rules, which a review workflow built for a federal agency must follow, each linked to its source.
In US federal agencies, an appraisal program sets a single appraisal period, generally 12 months, so each employee receives a rating of record once a year.
Source: 5 CFR 430.206(a) (eCFR)Federal employees must receive a written or otherwise recorded performance plan at the start of each appraisal period, normally within 30 days, with at least one critical element.
Source: 5 CFR 430.206(b) (eCFR)A federal appraisal program must appraise each critical and non-critical element against its performance standards, including one or more progress reviews during each appraisal period.
Source: 5 CFR 430.207(b) (eCFR)
Frequently Asked Questions
Yes. It manages goals and OKRs and cascades them from company objectives down to teams and individuals, so everyone can see how their work connects to what the business is trying to achieve.
Yes. It supports ongoing feedback, check-ins, and 360 multi-rater feedback between formal cycles, so performance is a continuous conversation rather than a once-a-year event.
Managers get dashboards and analytics on goals, feedback, and performance trends across their teams, so they can see who needs coaching or recognition and act on it in time.
Yes. It syncs people, roles, and org structure from your HRIS so reviews and goals reflect the current organization. We scope the integration during discovery.
Yes. We scope a first release around the cycle you want to fix first, often goals and OKRs or the review workflow, so the scope and outcome are clear before we begin. Once managers and employees are using it in a live cycle, we extend into 360 feedback, growth tracking, and analytics.
Yes. We build your review templates, competencies, rating scales, and cadence - quarterly, biannual, or anniversary-based - rather than forcing your process into a fixed format, and support self, manager, and calibration steps. As your performance philosophy evolves, the cycles can change with it.
It depends on how many review cycles and rating models you run, whether goals cascade across several levels, which HRIS and single sign-on systems it must sync with and how much past review data moves across. A single review cycle for one population moves fastest. We give you a scoped plan after the scoping call.
AI tools help our engineers draft code and tests, but a person reviews every change, and it passes the same automated tests and security checks as any other code. Which tools may see your code or data is agreed with you at the start.
Ready to make performance continuous?
Tell us about your review process, goals, and HR systems. We'll return a plan for a performance management platform with goals, feedback, and manager analytics.
contact@agnotic.com
Partnerships
contact@agnotic.com