Performance cycles stall for two reasons: no shared deadline, and a reporting structure that does not match how work actually happens. duduHR handles both — cycles with their own dates and status, and an org chart that admits people often answer to more than one person.
A cycle is a first-class object: it has a name, a status, a launch, separate due dates for self-assessment and manager assessment, and a close. Running H1 and H2 as distinct cycles means you can compare them, and a cycle that is closed is genuinely finished rather than quietly abandoned.
The rating scale is configured per organisation, so a five-point scale, a three-point scale or your own labels are all first-class. Nobody has to translate their existing framework into someone else's.
Goals carry a title, description, due date, status and a progress value, so the conversation at review time draws on something recorded through the period rather than reconstructed from memory in the last week.
Reporting hierarchies support secondary managers, which is how matrixed and dotted-line relationships get represented honestly. Skip-level visibility follows from the same structure, and approvals can respect it.
Yes. Cycles are created as needed, each with its own launch, deadlines and close, so half-yearly or quarterly rhythms are both fine.
Yes. The rating scale is per-organisation configuration rather than a fixed product opinion.
Yes. Secondary managers are supported alongside the primary reporting line, so matrixed teams are represented as they actually are.
Performance is a feature-gated module, so it can be switched on for the organisations that want it rather than imposed on everyone.
Track effort against projects and tasks with manager review and approvals.
Joiner and leaver checklists with task assignment and exit clearance tracking.
Automated accrual, carry-forward & lapse, half-day sessions, per-org policies, encashment and a team calendar — plus floater holidays and multi-level approvals.
We’ll set up your branded workspace at your-company.duduhr.com and walk your team through it.
Talk to us