Workleap: Performance management software for SMBs
Small and medium-sized businesses (SMBs) need performance management software that’s flexible and easy to roll out. The Workleap platform gives them this with a modern system that streamlines performance reviews and centralizes feedback.
Workleap Performance helps teams switch from juggling disconnected tools and spreadsheets to a single management solution. And that means clearer expectations and a system managers can rely on to effectively support their people.
Why other performance management tools fail
Setup takes too long
SMBs don’t have time to waste on slow, complicated performance management processes, and with Workleap, they don’t have to. Our platform builds out full review cycles and timelines automatically with help from artificial intelligence (AI).
Reviews wear managers out
Managers burn through entire days when they have to write individual performance evaluations manually. And often, there’s not enough context to go on. Workleap Performance summarizes review cycle input to give people the details they need to write meaningful feedback.
Clunky tools kill participation
When your employee performance management software is complicated, people feel frustrated and might give up before they even start. Our intuitive, easy-to-use platform lets your employees share their feedback and track their goals with a minimal learning curve.
Actionable insights
Workleap takes your performance data and turns it into insights you can act on. We gather context from reviews and 360 feedback to tell your managers what they need to know. Use our dashboards and summary views to see the patterns that help you make better decisions. No advanced analytics required.
Goal setting
Set company and employee goals that matter and keep them in sight with our performance management system. Your objectives, reviews, and feedback live side by side, so your progress feels connected. Centralized dashboards and AI make reaching milestones easier than you’d think.
Why Workleap is the best performance management system built for SMB teams
Automated steps and reminders for review cycles
Tracks feedback and action items during sessions to feed directly into performance reviews.
Enhanced 1:1 meetings
Tracks feedback and action items during sessions to feed directly into performance reviews.
Simplified employee management
Integrates with human resources information systems (HRIS) to keep employee details up to date.
Connect Workleap with performance management integrations
Workleap Performance integrates seamlessly with the tools teams use every day. It connects with major HRIS platforms, reducing manual data entry and syncing performance data.
Organizational tools like Slack, Confluence, and Jira plug right into Workleap. This captures performance feedback and context throughout the whole review period. With this kind of insight, managers work quickly and accurately with less recency bias.
Everything you need to know about Workleap platform
Performance tracking involves using data to see how you meet your company and employee goals over time. This typically means that managers and their staff work together to set and achieve objectives.
Performance tracking measures these outcomes against standards everyone agrees to. For example, a salesperson and their department lead may agree to aim to raise monthly revenue by 10%.
Workleap captures all your updates, goal tracking, and employee feedback in one place as you work toward company and individual objectives. This makes performance tracking much easier and helps teams stay aligned without extra admin tasks.
Every strong performance management system has four key components:
- Planning: Set goals and define what success looks like. It’s important to involve everyone at this step, including leadership, managers, and staff members.
- Monitoring: Track, report, repeat. When you monitor what’s happening, you know what’s getting done and when.
- Developing: Address any performance issues you encounter in the monitoring phase. Plan for employee development and offer coaching.
Rating and rewarding: Compare what happens against the goals you set in stage one. Did you accomplish them? Rate how it went and reward your employees accordingly.
These terms tend to get confused, but they’re a bit different.
A PMS is a continuous process. It focuses on planning, monitoring, and developing employee performance. It’s done over time and is future oriented, with a broad scope.
A performance appraisal is more specific and formal. It evaluates a staff member’s past performance and is less collaborative and more reactive than a PMS. Appraisals typically affect a worker’s pay or promotion.