Performance management that drives outcomes

绩效管理软件是一种数字化工具，可帮助组织管理和提高团队成员的绩效。 它可促进以下流程

• 设定绩效目标
• 进行绩效评估
• 提供持续反馈
• 跟踪进度。

该软件旨在提高生产率，使个人绩效与组织目标保持一致，并通过结构化反馈和绩效分析支持人才发展。

与绩效跟踪软件相比，绩效管理软件可提供更广泛的工具套件。 除绩效跟踪外，它还包括目标设定、持续反馈、绩效考核、团队成员发展计划以及与其他人力资源流程的整合。

寻找一种软件解决方案，使您能够：

• 利用匿名设置、同行选择标准、绩效表单生成器、条件问题、校准和可定制的评分表等功能，根据公司的需求和目标定制绩效考核周期。
• 从多种来源（如同行和主管）收集并分享可操作的、经常性的和有意义的见解
• 自动执行跟踪目标、发送审核表单、发送提醒和通知（通过电子邮件或 Slack）等繁琐任务，确保无人错过步骤或审核周期
• 根据试用期或入职日期等标准自动触发绩效评估
• 揭示关键能力、团队绩效和领导潜力的全局细节
• 提供用户友好的体验，方便管理员、人力资源专家、经理和团队成员访问和浏览
• 安全存储和访问公司及团队数据

Deel Engage 提供所有这些功能，甚至更多。

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