Design reviews your way
Create review cycles that match your culture, role structure, and rating approach.
Performance management
Customized performance management forgrowing teams.
Run structured reviews, track goals, collect better feedback, and keep performance decisions connected to the wider WiseWage people workflow.
- Review inputs
- Self, manager, peer, 360
- Connected record
- Goals, notes, and outcomes stay together
- Admin control
- Visibility and permissions by role
WiseWage · Performance workspace
LiveHR / Performance
Performance Reviews
Sample Company LtdGrowth planSynced today
Active Cycles
3
8 total review cycles
Review Coverage
248
260 employees in records
Pending Reviews
2
Paused or still in draft
Avg Completion
76%
Across active cycles
Review CyclesTemplates
ReviewWindowStatusCompletion
Q2 Team Performance Review
Quarterly · All Employees
01 Apr 2026
to 30 Jun 2026
Active
82%
Mid-Year Manager Check-in
Bi-monthly · Managers
01 May 2026
to 31 Jul 2026
Active
64%
Engineering Peer Review
Quarterly · Specific Department
12 May 2026
to 12 Aug 2026
Paused
41%
A view of the WiseWage performance workspace HR teams work in every cycle.
4 review types
Self, manager, peer, and 360 in one product.
1 connected record
Goals, notes, and outcomes stay together.
Role-based visibility
Control what HR, managers, and employees can see.
Performance to planning
Use outcomes to support pay and growth decisions.
What you can build
Reflect your values, empower your people
Build performance cycles around how your team actually works, then keep goals, reviews, and follow-up decisions connected in one system.
All-around performance insight
Combine self, manager, peer, and 360 input inside one performance record.
Clear conversations
Keep check-ins and feedback visible throughout the cycle instead of waiting for one annual form.
Goals that stay visible
Track company, team, and individual goals from the same performance workspace.
Timely reminders
Automate launches, nudges, and close dates so HR does not chase completions manually.
Role-based permissions
Control who can launch, submit, review, and view results across teams or levels.
Reporting leaders can use
Surface completion, ratings, and review trends in a format managers can act on.
Export and handoff ready
Move results into calibration, leadership planning, and salary review workflows cleanly.
Review types
Every kind of review, configured by you
Choose the review format your team needs, then let WiseWage keep routing, reminders, and final records organized.
Self review
Give employees a clean space to reflect before the manager conversation starts.
Self reviews can include narrative prompts, scores, and goal reflections so employees can add their own performance context before final calibration.
Prompt by role, level, or department
Allow drafts before final submission
Keep prior cycle context visible
Attach reflections to the final record
Performance / Self review
Sample self-review prompt
How did you contribute to team delivery this quarter?
Exceeded expectations
Met expectations
Partially met expectations
Needs support
Save DraftSubmit Review
Narrative reflection and ratings stay together in the final performance record.
Goal management
Turn objectives into visible outcomes.
Track goals during the cycle, attach progress updates to real work, and let outcomes support the final performance conversation.
- 01
Set goals with ownership
Create company, team, or individual goals with owners, due dates, and clear success criteria.
- 02
Track progress during the cycle
Managers and employees can update milestones instead of waiting until review season.
- 03
Use check-ins to stay aligned
Capture notes and coaching moments while the work is still moving.
- 04
Roll outcomes into reviews
Completed goals become part of the final performance conversation automatically.
Team goals
Q3 2026 board
Reduce payroll exceptions
Operations · due 30 Jun 2026
72%
Launch manager check-ins
People Ops · due 14 Jul 2026
88%
Complete leadership calibration
HR Admin · due 08 Jul 2026
46%
Update role scorecards
Department leads · due 19 Jul 2026
61%
Connected system
Performance that connects to the rest of WiseWage
Reviews should not live in isolation. Goals, feedback, and follow-up planning become more useful when the system stays connected.
Set goals
Create measurable targets with clear ownership.
Launch cycles
Choose templates, reviewers, and deadlines.
Collect input
Bring self, manager, peer, and 360 feedback together.
Guide decisions
Use trends and notes to support calibration.
Support growth
Carry outcomes into development and pay planning.
One platform
One platform for performance, HR workflow, and follow-up planning.
Keep review cycles structured while still making the outputs useful for broader people operations instead of letting them sit in a disconnected folder.
Common performance questions
The main setup questions teams usually ask before they move reviews and goal tracking into WiseWage.
Yes. WiseWage performance cycles can be configured by role, department, or seniority level, including the sections and scoring approach used for each group.
Yes. You can run them separately or as part of one combined cycle, then consolidate the results into one performance record.
Yes. Goals, check-ins, and review outcomes are designed to sit in the same workflow so managers do not need separate trackers.
Yes. Visibility can be managed by role and workflow stage so teams only see what they should see at the right time.
Performance outcomes can support salary review and broader people-planning workflows by keeping final results structured and easy to review or export.
Ready to transform performance?
Performance management that actually fits the way your team works.
Launch structured reviews, keep goals visible, and make the outcomes useful for the rest of your people operations instead of managing the process in disconnected files.