90º, 180º or 360º campaigns that move from phase to phase, with your values and competencies, a 9-box to calibrate and reminders so no one has to chase anyone.
4.720,000+ users
Each review cycle moves forward on its own: when one phase is complete, the next one starts. Reviewer nomination, reviews, results delivery and action plan, in the order you define.
Build review templates with what your company really measures: values, competencies, quantitative goals and the scale you use.
See where each person lands on the 9-box, compare teams with the heat map and follow the evolution across campaigns.
See who is behind in each phase while Nailted takes care of the reminders. Results can be shared with everyone at once or one by one in the 1:1.
Tell the agents what you want to review and who. They prepare the template with your values and your scale, and you review it before launching.
Data is shared across modules. Nothing is typed twice.
A performance review is a process where an employee's performance is evaluated and discussed. It aims to provide constructive feedback, recognize achievements, identify strengths and areas for improvement, and align individual goals with the company's objectives. It is a key tool for fostering professional growth and company success.
The performance review process includes nine key steps: Analyze your company, define clear objectives, evaluate how this process fits with others, define the purpose of the review, define the right time and frequency, include the right questions, choose the right measurement scales, choose the right tool to automate the process, and communicate the purpose and process to employees.
Absolutely. While the traditional annual review is becoming outdated, modern performance reviews have evolved into agile, continuous feedback processes with regular check-ins, making them crucial for driving employee engagement and professional growth. The focus has shifted to development, 360-degree feedback, and frequent conversations.
We recommend at least one formal review per year, although the current trend points to a higher frequency. An effective model includes two formal reviews (every six months) complemented by quarterly or monthly check-ins. This allows for more agile follow-up, early course correction and ongoing support for employee development.
Keep in mind that a single annual review can give too much weight to recent events and let improvement opportunities slip by during the year. A semi-annual or quarterly approach formalizes follow-up and ensures that both achievements and challenges are discussed in time, building a culture of continuous improvement and open communication.
Yes. You can launch one-off campaigns, campaigns that repeat every cycle and continuous check-ins, all with the same templates and scales.
With the self-nomination and nomination phases: each person suggests who they want to be reviewed by, and their manager or HR checks it before participation opens.
A demo tailored to what you want to solve. No commitment.
