Performance

XBuddy Performance gives managers and employees a structured framework for goal setting, progress tracking, and performance reviews — connected to HR data so context is always available.

Key Features

• OKR (Objectives and Key Results) framework with progress tracking
• Performance review cycles: quarterly, bi-annual, or annual
• 360-degree feedback: self-review, manager review, and peer review
• Goal setting linked to department and company objectives
• Performance history and trend visualization per employee
• Integration with HR (employee profiles) and Payroll (performance-based bonuses)

Getting Started

1. Define company-level objectives for the current cycle
2. Cascade objectives down to departments and individual employees
3. Set up a review cycle with start and end dates
4. Assign reviewers and launch the review process
5. Analyze performance trends in the summary dashboard

Workflows & Processes

OKR Cycle Management

1. Define company OKRs — Leadership sets 3–5 company-level Objectives with Key Results (quantitative targets)
2. Cascade to departments — Department heads align their OKRs to company goals; create child-level OKRs
3. Align individual goals — Employees create personal OKRs linked to their manager’s OKRs; set milestones
4. Track progress — Bi-weekly or monthly check-ins; employees update progress %; blockers recorded
5. Mid-cycle review — Manager reviews employee progress; adjusts targets if needed (no penalties)
6. End-of-cycle close — Final scoring (0–100%); results tied to performance rating and bonus eligibility

Performance Review Cycle

1. Initiate cycle — HR sets review period (Q1–Q4 or annual); assigns reviewers (manager, skip-level, peers)
2. Self-review completion — Employees complete self-assessment (strengths, development areas, accomplishments)
3. Peer feedback collection — Peers submit anonymous 360 feedback via structured questionnaire
4. Manager review — Manager synthesizes all feedback; provides written assessment and rating
5. One-on-one meeting — Manager discusses rating, growth opportunities, and development plan with employee
6. Archive & plan next cycle — Results stored in HR system; tied to compensation decisions and succession planning

Integration Points

• HR Module — Performance ratings drive promotion decisions and succession planning
• Payroll Module — Performance ratings may trigger bonus calculations or merit increases
• Learning Management System — Recommended training based on development gaps in performance review
• Analytics Module — Performance dashboard aggregates team ratings and trend analysis
• Calendar Module — Review cycle dates and one-on-one meetings appear on team calendars

FAQ

Q: Can employees see their OKR progress in real-time?
A: Yes. OKR dashboard shows current progress % for each goal. Employees update progress during check-ins; managers can comment on each update.

Q: How do I handle an employee who leaves mid-review cycle?
A: Mark the employee as “Departed” in HR. Their OKRs and review are frozen as-is; no scoring/rating needed. Final settlement processed separately.

Q: Can I customize the performance review template?
A: Yes. Create custom review forms with custom questions, rating scales, and sections. Templates can be assigned to different departments or roles.

Q: Is the 360 feedback anonymous?
A: Yes. Peer feedback is submitted anonymously to encourage honest feedback. Manager still sees all feedback but cannot identify the peer reviewer.