Performance management that drives outcomes

パフォーマンス管理ソフトウェアは、組織がチームメンバーのパフォーマンスを管理し向上させるのに役立つデジタルツールです。これにより、次のようなプロセスが容易になります。

• パフォーマンス目標の設定
• 業績評価の実施
• 継続的なフィードバックの提供
• 進捗を追跡します。

このソフトウェアは、生産性を向上させ、個人の業績を組織の目標と一致させ、体系的なフィードバックと業績分析を通じて人材開発を支援することを目的としています。

パフォーマンス管理ソフトウェアは、パフォーマンス追跡ソフトウェアよりも幅広い一連のツールを提供します。パフォーマンス追跡とは別に、目標設定、継続的なフィードバック、業績評価、チームメンバー能力開発計画、その他の人事プロセスとの統合などが含まれます。

次のことを可能にするソフトウェアソリューションをお探しください。

• 会社のニーズや目標に合わせて業績評価サイクルをカスタマイズします。これは、匿名設定、同僚選択基準、パフォーマンスフォームビルダー、条件付き質問、較正、カスタマイズ可能な評価尺度などの機能で実行できます。
• 複数の情報源（同僚や上司など）から、実行可能で、頻繁で、有意義な洞察を収集して共有する
• 目標の追跡、レビューフォームの送信、リマインダーや通知の送信（メールまたはSlack経由）などの面倒な作業を自動化し、誰も手順やレビューサイクルを見逃さないようにします。
• 実習期間や開始日などの基準に基づいてパフォーマンス評価を自動的にトリガーします
• 重要な能力、チームのパフォーマンス、リーダーシップの可能性の全体像の詳細を明らかにします
• 管理者、人事担当者、マネージャー、チームメンバーが簡単にアクセスして操作できるユーザーフレンドリーな体験を提供します
• 会社とチームのデータを安全に保管してアクセス

Engageはこれらすべての機能とそれ以上の機能を提供しています。

The core difference is where Engage lives. Standalone performance management tools like 15Five and Leapsome sit outside your HR stack and require integrations or manual exports to connect performance outcomes to anything else. Engage is built into Deel HR, which means:

• Goals and OKRs run on live org data, no manual roster imports
• Review scores connect directly to merit cycles in Compensation
• Learning assignments can trigger based on role changes in the same system
• Every review sits alongside the worker's full HR record, role, compensation, tenure—all in one place

For teams already on Deel for payroll or HRIS, adding Engage means performance and goal data stops being siloed and starts informing the decisions you're already making.

The core benefit of using Engage is having goals, reviews, feedback, development plans, and engagement signals in one connected system, so performance data actually leads to action. Specifically:

• Less tool sprawl. Engage replaces the goal tracker, review platform, survey tool, and development spreadsheet most teams are juggling separately into one source of truth
• Goals that stay connected to reviews. OKRs cascade from company to team to individual, and when a review cycle launches, relevant goals are already linked, no manual setup, no gap between what was set and how people are evaluated
• Review cycles that finish on time. Automated reminders, real-time progress tracking, and calibration tools mean cycles run to completion without HR chasing anyone, and scores are consistent before they go out
• Insight beyond the score. Heat maps, N-box grids, and radar charts surface where high potential is concentrated, where skill gaps are widest, and which teams are underperforming, not just who scored what
• Development that follows from feedback. When a review identifies a gap, a development plan and learning assignment can be created in the same workflow, no switching tools or losing the thread
• Performance connected to pay. Because Engage runs inside Deel HR, review scores connect to merit cycles (with Compensation) so pay decisions are grounded in actual performance data, not a stale export

Engage supports company-level OKRs that cascade down to departments and individual workers. Each worker can see how their goals connect to team and company priorities, and managers get a single view of all direct reports' goal progress in real time, without needing a status update meeting.

Goals connect directly to performance review cycles. When a review launches, the relevant goals are already linked, no manual setup required. For teams using Snowflake, goal progress can also update automatically via SQL queries, removing the need for manual tracking entirely.

Engage’s performance review module is quite flexible, and deliberately so, because no two companies run reviews the same way. Here's what you can configure:

• Cycle structure: Any combination of feedback types: self, manager, peer, upward, or full 360° and scoped by department, country, worker type, or start date—no forced one-size-fits-all process
• Forms and questions: Build from scratch or pull from a question library, weight questions differently, make them mandatory or optional, and hide specific questions from reviewees
• Peer selection: Define who nominates peers, who approves, and how many are required
• Anonymity: Set anonymity rules per feedback type independently
• Scoring and calibration: Weight feedback types so the final score reflects your actual priorities, use the calibration step to align manager scores before results go out