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.
Part of one HR platform
Performance shares its employees and audit trail with the rest of WorkRight HR — onboarding, documents, leave and POSH compliance — so reviews draw on the same org structure and reporting lines you already maintain, with no separate review tool to buy.
Frequently asked questions
Does WorkRight support goals and OKRs?
Yes — goals and OKRs with check-ins, scoped by reporting line so each person sees the right slice.
How are review cycles handled?
Review cycles have reviewer assignments and a server-side confidentiality gate, plus competency frameworks scoped by reporting line.
Is performance part of the wider HR platform?
Yes — it's the same platform as HR core, leave, expenses and POSH compliance, priced in INR by employee count.