Does your performance system move KPIs … or just consume hours?
Feedback arrives too late. The lack of early-warning indicators and clear individual plans blocks execution and drives up key talent turnover.
Lack of Leading Indicators or clear plans, execution stalls and key talent turnover skyrockets.
Performance management that aligns, simplifies and accelerates
Every evaluation generates an actionable development plan connected to content and coaching. More effective 1:1 conversations, visible progress and accelerated internal mobility.
Your AI Mentor: plans and feedback that elevate performance
Your AI Mentor analyzes goals, evidence and competencies to generate personalized development plans, recommend micro-learning and prepare 1:1 guides. Feedback arrives on time and without bias, leaders coach better and employees advance with clarity.
We understand your operation and customize to your way of working
We apply behavioral science and client experience to design solutions that fit your reality. We adapt workflows, reports and governance so your organization performs without friction and with consistency across areas.
Trusted by
What it does today, feature by feature
Available out of the box in the platform, with no additional development.
Review cycle
Performance cycles with configurable stages
Self-assessment, downward, upward and peer reviews, potential, feedback and follow-up: you choose the stages of each cycle and put them on a schedule.
90°, 180° and 360° reviews
Review from the manager only, add the self-assessment or bring in peers and direct reports, depending on the scope each process defines.
Mid-cycle conversation
A mid-year stage within the cycle, so that manager and employee can go over how the period is going before the final review.
Goals, calibration and results
Goals with KPIs, weighting and approval
Each goal has its KPI and its weight, and goes through validation. You can set a minimum and a maximum number of goals and carry them over from the previous period.
Calibration and distribution curve
You define the target distribution by range, stage and profile, and results are normalized against it.
Weighted result tied to the bonus table
Goals, competencies, indicators, potential and feedback each count toward the result with their own weight, and a table sets the bonus percentage for each score range.
Individual performance report in PDFDifferentiator
A report per person that compares their two most recent reviews, to show how they changed from one cycle to the next.
Job profiles and development
Job profiles
Mission, duties, competencies (core, functional and technical), goals, bands and scales for each job role, with upload from Excel.
Competency-based review and potential assessment
Each person is reviewed on the competencies defined in their job profile, and the cycle can include an assessment of their potential.
Strengths, opportunities and development actions
The performance form records each person's strengths, opportunities for improvement and development actions, and they can be downloaded.
Transform your team's evaluation with CLIKMA
Discover how our platform can boost the performance and growth of your organization.
