Why annual reviews alone fail
A single yearly form, divorced from day-to-day goals, gives managers nothing to anchor a fair conversation. Without tracked objectives, structured cycles and continuous feedback, reviews become recency-biased and demotivating.
What WorkRight's performance module does
- Goals & OKRs with check-ins, role-scoped so employees, managers and HR see the right slice.
- Review cycles with reviewer assignments and a confidentiality gate.
- Competency frameworks and a matrix scoped by reporting line.
- 1:1s and continuous feedback captured against the right relationships.
Scoped the way teams expect
Visibility follows the reporting line — a manager sees their reports, HR sees the organisation, and review confidentiality is enforced server-side. Pricing is in INR by employee count; see the HR and combined plans.