Performance management that drives outcomes

성과 관리 소프트웨어는 조직에서 팀원들의 성과를 관리하고 향상시키는 데 도움이 되는 디지털 도구입니다. 다음과 같은 프로세스를 용이하게 합니다:

• 성과 목표 설정
• 성과 평가 수행
• 지속적인 피드백 제공
• 진행 상황 추적.

이 소프트웨어는 체계적인 피드백과 성과 분석을 통해 생산성을 향상하고, 개인의 성과를 조직의 목표에 맞추고, 인재 개발을 지원하는 것을 목표로 합니다.

성능 관리 소프트웨어는 성능 추적 소프트웨어보다 더 광범위한 도구 모음을 제공합니다. 성과 추적 외에도 목표 설정, 지속적인 피드백, 성과 평가, 팀원 개발 계획, 다른 HR 프로세스와의 통합이 포함됩니다.

다음과 같은 기능을 제공하는 소프트웨어 솔루션을 찾아보세요.

• 기업의 요구 사항과 목표에 맞게 성과 평가 주기 맞춤화. 익명 설정, 동료 선택 기준, 성과 양식 작성 도구, 조건부 질문, 보정, 맞춤형 평가 척도 등의 기능을 통해 구현 가능.
• 여러 출처(예: 동료 및 상사)로부터 실행 가능하고 의미 있는 인사이트를 수시로 수집 및 공유
• 목표 추적, 평가 양식 전송, 리마인더 및 알림 전송(이메일 또는 Slack을 통해)과 같은 지루한 작업을 자동화하여 단계 또는 평가 주기 누락 방지
• 수습 기간 또는 시작일 등의 기준에 따라 자동으로 성과 평가 시작
• 핵심 역량, 팀 성과, 리더십 잠재력에 대한 구체적인 세부 사항 및 포괄적인 인사이트 제공
• 관리자, HR 전문가, 관리자 및 팀원이 쉽게 액세스하고 탐색할 수 있는 사용자 친화적인 환경을 제공하세요.
• 회사 및 팀 데이터의 안전한 저장 및 액세스

Engage는 이러한 모든 기능과 그 이상을 제공합니다.

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