Performance Reviews That Actually Work

Annual reviews are dead. Continuous feedback is the future.

The companies with the highest retention rates don't surprise employees with negative feedback once a year — they have structured, frequent conversations about performance, growth, and expectations. Proactiq's appraisal module supports both models.

Setting up an appraisal cycle

Go to Appraisals → Cycles → New cycle. Define:

• Cycle name (e.g., "Q1 2025 Review" or "Annual Appraisal 2025")
• Start and end dates
• Status (Draft → Active → Completed)

The five-point rating scale

• Outstanding — Consistently exceeds all expectations. Top 5% performer.
• Exceeds Expectations — Regularly goes above and beyond.
• Meets Expectations — Solid, reliable performance. This is the standard, not a criticism.
• Below Expectations — Improvement needed. Should trigger a formal PIP.
• Unsatisfactory — Serious performance issue. Document carefully.

The review conversation

The form in Proactiq captures the rating, goals achieved, areas for development, and training needs. Complete it before the conversation — use it as a starting point, not a script. The best reviews are 70% listening, 30% talking.