Performance management that drives outcomes

績效管理軟體是一種數位工具，可幫助組織管理和提高團隊成員的績效。 它促進了諸如以下的過程：

• 設定績效目標
• 進行績效評估
• 提供持續回饋
• 追蹤進度。

該軟體旨在提高生產力，使個人績效與組織目標保持一致，並透過結構化回饋和績效分析來支持人才發展。

績效管理軟體提供了比績效追蹤軟體更廣泛的工具套件。 除了績效追蹤之外，它還包括目標設定、持續回饋、績效評估、團隊成員發展計畫以及與其他人力資源流程的整合。

尋找一種軟體解決方案，讓您能夠：

• 根據公司的需求和目標自訂績效評估週期： 這可以透過匿名設定、同行選擇標準、績效表單產生器、條件問題、校準與可自訂的評分量表等功能達成
• 從多個來源（例如同事與主管）收集並分享可操作、頻繁且別具意義的洞察見解
• 自動執行繁瑣的任務，例如追蹤目標、傳送審核表單與提醒和通知（透過電子郵件或 Slack），確保沒有人錯過任何一個環節或審核週期
• 根據試用期或開始日期等標準自動觸發績效評估
• 揭示關鍵能力、團隊績效與領導潛力的全方位細節
• 提供使用者友善的體驗，管理員、人力資源專家、經理和團隊成員可以輕鬆存取和導航
• 安全地儲存和存取公司和團隊數據

Deel Engage 提供所有這些功能，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