Performance Review Software

Run best-in-class performance reviews without the headaches

Run fair and meaningful 360° performance reviews without scattered spreadsheets and overwhelmed people managers. Get unprecedented people insights and develop the whole company more strategically.

Performance Review Software: A look into Zavvy 360 degree feedback tool for employees

Trusted by people teams at fast-growing tech companies around the globe

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Zavvy makes it easy to run any kind of performance review

Transparent & Fair

Run 360° feedback processes that take into account multiple perspectives. Reduce bias through calibration. Decide what to keep anonymous and what not.

Easy & time-saving

No more sending spreadsheets back and forth and merging them after. No more manual reminders. Just a smooth process.

Unprecedented insights

Get an X-ray of your company's strengths and strategic opportunities for growth. All with zero manual work.

There's a template for that.

Need inspiration?
Templates from best-in-class companies and our learning scientists are just a click away.

Employee performance reviews.
Online and at a click.

Step 1

Customize

360°, 180°, rating scales, anonymous answers? Fully customize the process and make it your own.

Step 2

Run

Guide, engage, and remind everyone throughout the process without lifting a finger.

Step 3

Calibrate & analyze

Add a calibration step to eliminate bias. Visualize your results to identify top talents and spot issues early.

Step 4

Act

Connect your results to career progression frameworks and growth plans to motivate and develop.

Get a demo

Create

Step 1

Fully customize your performance review system

Don't settle for compromises and design the online performance reviews you always imagined. Customize aspects like.

  • Who to ask: Peers, managers, teams, only self?
  • What to share: Make results anonymously? Which?
  • What to evaluate: Values, role competencies, anything else?
  • How to rate: Rating scales - or ditching them completely?
  • Who to rate: Leaders only, single teams, or everyone?
  • ...
Performance review software customization options
Step 1

Assign

Step 2

Intuitive for users, stress-free for people teams

Guide hundreds of participants through the process without having to worry about anonymity, busy managers, or scattered info. Zavvy automatically takes users by the hand and gathers all necessary info.

Track

Step 3

Unlock a new level of people insights

Need a calibration step to eliminate bias and increase fairness for all? Add it.
And then: Become that data-informed people professional with powerful insights at your fingertips.

  • Identify top performers and talent density
  • Fill that 9-box model with valid data, not one-sided guesstimations
  • Spot toxic leaders early
  • and much more...
Skills matrix and insights from Zavvy's feedback software
The employee onboarding software's automation capabilities allow for assignment tracking, automated sending out of messages, reminders, matching people with onboarding buddies, feedback collection, and more.
Step 4

Engage

Take targeted and meaningful action

Reward performance and identify issues. Make your reviews count by following them up with more informed development plans than ever.

For people teams AND people

"I am so happy I chose Zavvy over all the other products we considered. It is amazing to work with you.
Many employees of ours stated it was the best onboarding experience they ever had and most of them worked in many different companies"
Danielle Rouse
People Operations Partner
“Our company is growing extremely fast. Zavvy helps us onboard new colleagues at scale and get them up to speed quickly. What they value most is the engaging experience that motivates them and tests their knowledge."
Chrstina Stihl
People Partner
"I really like how straightforward, simple, and user-friendly the tool is. Even if you use it for the first time, you won’t get confused."
Nevena Buzek
People Experience Manager
“I’m very proud of our onboarding experience. Our goal was to increase the candidate experience and create an innovative process. And we did. The feedback we’re getting from new colleagues is great!”
Nina Hübner
Team Lead Recruiting
"We effortlessly scaled our onboarding across 50 locations, while our new hires rate their experience very highly."
Barbara Imm
Head of HR
"Due to our innovative leadership trainings on Zavvy, 100% of all people managers feel supported in their growth"
Patrizia Przybylski
Senior People Operations Consultant
"The best Onboarding process of my career thus far. Awesome!"
Caroline Orie
Senior Consultant Privacy

Run employee performance reviews like the most innovative companies in the world.

Learn how our online performance review software works.

Integrating your favorite tools

No need to add people one-by-one. Import profiles from Personio easily with just a few clicks.
Automatically sync base date so you won't have to invite people or roles yourself.
Automatically sync base date so you won't have to invite people or roles yourself.
Reach people where they are. Push automatic notifications or foster exchange.
Reach people where they are. Push automatic notifications or foster exchange.
Embed surveys, quizzes, or interactive exercises.
Embed your Google Sheets, Docs, Presentations, or Forms directly.
Embed any YouTube video to enrich your journeys with external content or homemade clips.
Embed any Vimeo video to enrich your journeys with external content or homemade clips.
Record tutorials or intros in seconds and directly embed them into your journeys.
Directly embed your Powerpoint decks, Excel sheets, Word docs and more.
Enable Google Single Sign-On (SSO) to make signup as easy as it gets.
Enable Okta Single Sign-On (SSO) for a seamless registration process.
No need to add people one-by-one. Import profiles from Personio easily with just a few clicks.

Frequently Asked Questions

What's a performance review, how to make it effective - and how does software help?
Find all the answers here.

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What is a performance review?

A performance review, also known as performance appraisal or annual review merit rating, is a periodic assessment of an employee's work against specific organizational goals.

A performance review's primary goal is to evaluate an employee's strengths, weaknesses, productivity, and progress. These details help understand what they're doing well and reveal areas for employee development.

Are performance reviews effective?

A performance review is an integral part of a performance management program. 

However, the effectiveness of performance reviews depends on how organizations conduct them.

Companies should implement a 360-degree feedback approach for effective performance reviews because it provides more accurate data since the feedback comes from people from all angles of the organizational structure. Furthermore, employees can receive feedback on predetermined competencies or skills more frequently than traditional performance evaluations.

What are the four components of 360 degree performance appraisal?

Self-evaluation- Employees evaluate their performance to identify their strengths and weaknesses.

Superior's appraisal (downward)- Managers deliver feedback based on the employee's performance.

Subordinate appraisal (upward)- Subordinates provide feedback on their managers' and team leaders' managerial and leadership skills.

Peer appraisal- Co-workers evaluate each other's performance.

What is the most important aspect of performance reviews?

Giving regular feedback is the most important aspect of performance reviews because ongoing discussions increase workplace productivity.

Accenture, for example, has shifted away from annual performance reviews and towards a continuous feedback model, citing appraisals as an inefficient use of time, money, and effort. Instead, they aim to support employees regularly and ensure that they perform better without having to evaluate them after they have contributed to the company.

So giving employees frequent informal bite-size constructive feedback puts them at ease and allows them to take immediate action.

How do you do a 360 performance appraisal, and what are the major steps in a 360 degree evaluation process?

  1. Explain the purpose of the evaluation to all involved parties.
  2. Identify the appropriate type of feedback. (This could be self-review, peer review, downward feedback, or upward feedback).
  3. Create the feedback and evaluation forms.
  4. Select who should see real-time employee feedback.
  5. Provide clear instructions and timelines.
  6. Collect feedback and analyze the results.
  7. Review and discuss the results.
  8. Set goals and develop an action plan.

If unsure where to start, look at successful 360-degree performance review processes like Netflix's. Netflix has abandoned traditional performance reviews in favor of a more comprehensive approach to performance management.

With Zavvy, you can replicate Netflix's successful performance review process. Learn how from the complete case study and step-by-step instructions.

Are 360 employee performance reviews worthwhile?

Implementing 360-degree employee performance reviews can be beneficial, but only if done correctly.

Companies should make feedback reviews a regular part of their performance management processes so that:

  • Employees feel supported
  • You're able to address issues as soon as they arise.

What is performance review software?

A performance review software aims to automate your performance review process. It offers flexible features such as goal setting, performance tracking, automated reminders, rating scales, comment entry, and reports, making the review process easier and faster.

How beneficial is performance review software?

Zavvy's performance management tool helps you:

  • Prevent bias and poor-quality data with easy-to-use survey templates created by our learning scientists.
  • Build the feedback system of your dreams with a highly customizable 360-degree performance review builder.
  • Decide which review should be anonymous and not with the advanced anonymity settings.
  • Calibrate performance review results from competency-based, culture-based, and teamwork evaluations.
  • Link performance reviews to other use cases like role cards and growth plans to make feedback more holistic and valuable for enabling behavior change.
  • Ask confidential questions in your performance review form. These questions are ideal for collecting information for promotion, compensation, or bonus decisions.

What to look for in a performance review software tool?

Look for a software solution that allows you to:

1. Customize performance review cycles to your company's needs. This is possible with features like:

  • anonymity settings; 
  • peer selection criteria; 
  • performance surveys; 
  • hidden questions: 
  • calibration steps. 

These features ensure that the review process perfectly meets your company's goals.

2. Collect and share actionable, frequent, and meaningful insights from the right sources.

3. Automate tedious tasks such as tracking goals and progress and sending forms.

4. Securely store and access company data.

5. Send automatic email reminders and notifications to ensure nobody misses steps or review cycles.

6. Integrate with existing communication and collaboration tools.

7. Reveal details of the larger picture of critical competencies, team performance, and leadership potential.

8. Offer a user-friendly experience that employees can easily access and navigate.

What is the best performance rating scale?

There is no universally applicable "best performance rating scale."

The best performance rating scale would align with your organization's goals and provides enough accuracy without overwhelming the reviewers. 

Some organizations use numerical systems such as a five-point scale because they allow for more granular feedback without being overly complex. However, some may prefer a custom rating scale with more specific performance criteria.

Others, such as Netflix, have abandoned the traditional rating system in favor of 360-degree feedback. The reason for that is their preference for qualitative data. Plus, they adjust pay raises and salaries according to market conditions rather than employee performance.