Performance Management

High-impact goals, continuousalignment.

Q: How does company-to-individual OKR alignment work?

Objectives are created at the company level. Team leads select relevant company objectives and align team key results. Individual key results are then aligned with the team's key results, creating a clear goal hierarchy.

Q: Can peer reviews in the 360-degree appraisal cycles be kept anonymous?

Yes. Admins can toggle anonymity rules for peer reviews. While feedback is visible to the manager, the identity of peer reviewers remains hidden on employee reports, ensuring candid evaluation feedback.

Q: How are competency rating scales managed by role?

Competency matrices can be mapped to different departments and seniority levels (grades). The rating system evaluates employees against role-specific criteria, providing precise evaluation matrices.

Q: What is the process for tracking Performance Improvement Plans (PIPs)?

Managers initiate a PIP with specific target parameters, timeline reviews, and weekly deliverables. Both manager and employee log updates under PIP diaries, with automated alerts sent to HR if milestones are missed.

Q: Does the system support rating calibration and bell-curve normalizations?

Yes. The calibration panel displays a distribution curve of ratings across departments. HR and leadership can calibrate scores directly in the dashboard to normalize ratings and eliminate rating bias.

Q: Can we track progress on KPIs dynamically?

Yes. KPIs can be updated manually by the owner, or linked to external metrics via API integrations. Milestone meters dynamically calculate completion status, keeping key results updated.

Align company goals to individual key results, run 180° & 360° appraisal feedback cycles, and manage performance improvement plans with transparent milestone check-ins.

Start free pilot

probey.inkludo.work

August 2026 · HQ Bengalurulive

Transparent Goal Setting & Performance Alignment

Connect company objectives directly to team targets and individual key results. Track progress in real-time, assign metric weights, and ensure everyone is aligned with business metrics.

Custom company-to-individual OKR alignment mapping

Real-time key result progress updates with automated metric sync

Configurable KPI weighting metrics by department and role

Role-based access & logs

probey.inkludo.work

probey.inkludo.work/performance/goalsQ3 OKR Cycle · 42 Teams

Objective: Boost Platform Quality Q3

KR1: Increase test coverage to 95%88% / 95%

KR2: Reduce API latency to 180ms70% done

Target key results aligned to engineering KPIsWeight: 40%

dynamic company objectives alignmentreal-time KPI progression sync

Appraisals

180° & 360° Performance Appraisal Cycles

Run modern evaluation cycles with less friction. Configure self-assessments, peer review cards, upward manager evaluations, and core competency scorecard checks.

Dynamic 360-degree review feedback loops with anonymity options

Core competency matrices mapped by role seniority and department

Manager rating calibration charts and bell-curve fitments

Continuous feedback cycles

probey.inkludo.work

probey.inkludo.work/appraisals/reviewsCycle: Annual Appraisal 2026

Self Evaluation Rating

submitted

4.5 / 5.0

Peer Average Score (360°)

anonymous

4.2 / 5.0

Manager Core Evaluation

reviewed

4.4 / 5.0

Calibrated Score (Calibration Panel)4.5 Exceeds

competency matrix normalization templates180° / 360° anonymous feedback loops

Performance Plans

Structured Performance Improvement Plans (PIP)

Manage PIP milestones with complete transparency. Set clear progress targets, define action plans, schedule weekly evaluations, and track outcomes with direct manager comments.

Milestone review trackers with clear target completion percentages

Collaborative improvement diaries for managers and employees

Automated policy warnings and outcome logging for compliance

Continuous feedback cycles

probey.inkludo.work

probey.inkludo.work/pip/planPlan: Week 4 of 8 · On Track

Code quality & reviews logsCompleted

Daily standup updates & presenceCompleted

Q3 feature delivery milestonesIn Progress

Next review check-in scheduled for 22 Aug with supervisor.

On Track

collaborative improvement target diariesautomated legal compliance outcome logs

OKRs & KPIs

Transparent Goal Setting & Performance Alignment

Connect company objectives directly to team targets and individual key results. Track progress in real-time, assign metric weights, and ensure everyone is aligned with business metrics.

Custom company-to-individual OKR alignment mapping

Real-time key result progress updates with automated metric sync

Configurable KPI weighting metrics by department and role

Role-based access & logs

probey.inkludo.work

probey.inkludo.work/performance/goalsQ3 OKR Cycle · 42 Teams

Objective: Boost Platform Quality Q3

KR1: Increase test coverage to 95%88% / 95%

KR2: Reduce API latency to 180ms70% done

Target key results aligned to engineering KPIsWeight: 40%

dynamic company objectives alignmentreal-time KPI progression sync

Appraisals

180° & 360° Performance Appraisal Cycles

Run modern evaluation cycles with less friction. Configure self-assessments, peer review cards, upward manager evaluations, and core competency scorecard checks.

Dynamic 360-degree review feedback loops with anonymity options

Core competency matrices mapped by role seniority and department

Manager rating calibration charts and bell-curve fitments

Continuous feedback cycles

probey.inkludo.work

probey.inkludo.work/appraisals/reviewsCycle: Annual Appraisal 2026

Self Evaluation Rating

submitted

4.5 / 5.0

Peer Average Score (360°)

anonymous

4.2 / 5.0

Manager Core Evaluation

reviewed

4.4 / 5.0

Calibrated Score (Calibration Panel)4.5 Exceeds

competency matrix normalization templates180° / 360° anonymous feedback loops

Performance Plans

Structured Performance Improvement Plans (PIP)

Manage PIP milestones with complete transparency. Set clear progress targets, define action plans, schedule weekly evaluations, and track outcomes with direct manager comments.

Milestone review trackers with clear target completion percentages

Collaborative improvement diaries for managers and employees

Automated policy warnings and outcome logging for compliance

Continuous feedback cycles

probey.inkludo.work

probey.inkludo.work/pip/planPlan: Week 4 of 8 · On Track

Code quality & reviews logsCompleted

Daily standup updates & presenceCompleted

Q3 feature delivery milestonesIn Progress

Next review check-in scheduled for 22 Aug with supervisor.

On Track

collaborative improvement target diariesautomated legal compliance outcome logs

Lush green mountain valley foreground landscape

Industry Recognition

Ranked #1 for usability, adoption, and fast ROI.

Consistently recognized by thousands of verified enterprise reviews on G2, Capterra, and Crozdesk.

Most Implementable

Highest User Adoption

Most Implementable

Regional Leader

Customer Stories

Customer Reviews

Shreya Ghoshal

5.0on 14 Aug, 2026

Arjun Verma 4.9

Kiran Deshmukh 5.0

“

Aligning company goals to team key results was a manual mess. Inkludo's OKR system lets us track goal progress in real-time. Employee alignment has improved by 40%.

Shreya Ghoshal

Chief People Officer · Apex Tech Labs

5.0 / 5.0

Shreya Ghoshal

Chief People Officer · Apex Tech Labs

5.0

“

Aligning company goals to team key results was a manual mess. Inkludo's OKR system lets us track goal progress in real-time. Employee alignment has improved by 40%.

Frequently Asked Questions

Questions on Performance & OKRs?

Straight answers about goal alignment, 360-degree feedback cycles, competency matrices, and PIP compliance workflows.

How does company-to-individual OKR alignment work?

How are competency rating scales managed by role?

Does the system support rating calibration and bell-curve normalizations?

Can peer reviews in the 360-degree appraisal cycles be kept anonymous?

What is the process for tracking Performance Improvement Plans (PIPs)?

Can we track progress on KPIs dynamically?

Still have questions?

Book a demo

Ready to run high-impact appraisal cycles?

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