Performance management software for reviews, OKRs, careers, and succession
Connect every person's goals to business priorities, review with clear criteria, and turn results into development plans, promotions, and ready successors, all inside one HR suite.
- No servers or installs
- Monthly or annual billing
- Spanish, English and Portuguese
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Alobri Performance360-degree feedbackWhat is performance management software?
Performance management software is a platform for setting goals, collecting feedback, and reviewing employees in regular cycles against shared criteria. It replaces paper forms and spreadsheets with a traceable process in which managers and employees see the same goals, evidence, and outcomes.
In Alobri HCM, performance connects to the employee record and to the career and succession modules. You set up review cycles, cascading OKRs, 360-degree feedback with anonymity rules, and calibration committees. Results then flow into improvement plans, career paths, and a nine-box grid to prepare successors.
Why invest in performance management software?
Goals aligned from top to bottom
Leadership objectives cascade to departments, teams, and individuals. Every employee knows what is expected and how their work contributes to business results.
Ongoing feedback, not just an annual review
One-on-ones and OKR updates are recorded throughout the year. When review time comes, managers have evidence instead of relying on memory.
Fairer outcomes through calibration
Committees compare rating distributions and criteria across teams before results are final. That narrows gaps between managers who rate very differently.
From review to development
A gap identified in a review becomes an improvement plan, a course, or a mentoring match. Follow-up lives in the same place as the review.
Continuity for critical roles
With the nine-box grid and successor slates, you see who could step into each key position and what they need to be ready.
How does performance management work in Alobri?
- 01
Set up the cycle
Define periods, population, competencies, weights, and reviewers: manager, self, peers, or 360°.
- 02
Set and track goals
Record OKRs or goals by person and team, with progress, evidence, and one-on-ones during the period.
- 03
Review and calibrate
Reviewers rate online; committees compare results across teams and handle review appeals.
- 04
Turn results into action
Create improvement and career plans, feed the nine-box grid, and prepare salary reviews with documented data.
Performance, career, and succession features
Performance reviews
Configurable cycles with clear criteria for each population.
Review cycles
Self, manager, and competency-based reviews on set schedules.
360-degree feedback
Reviewer groups with configurable anonymity rules.
Performance calibration
Committees and permissions to compare distributions across teams.
Review appeals
A channel for employees to request a reasoned second look.
Goals and check-ins
Continuous follow-up throughout the period.
OKR and goal management
Cascading objectives with progress and evidence.
Check-ins and one-on-ones
Recurring agendas and commitments with owners.
Performance improvement plans
Actions, dates, and evidence-based check-ins.
Skills and careers
Visible growth paths inside the company.
Skills inventory and gap analysis
Compare observed capabilities with role requirements.
Career paths
Paths by job family with readiness milestones.
Internal talent marketplace and mentoring
Match people with projects, internal openings, and mentors.
Succession and leadership
Readiness for critical positions.
Nine-box talent matrix
Performance and potential on configurable axes with review committees.
Successor slates
Documented internal options for every priority position.
Successor readiness
Gaps turned into actions with milestones and owners.
Services included in this solution
Performance and goals
Performance and goals
Connect individual performance with business goals.
OKR and goal management
Track measurable commitments for teams and individuals.
360-degree feedback
Collect perspectives from different working relationships.
Check-ins and one-to-ones
Turn feedback into follow-up commitments.
Performance calibration
Review criteria and results across teams.
Performance improvement plans
Document improvement goals and agreed support.
Review appeals
Handle requests to clarify an evaluation result.
Skills and careers
Skills and internal mobility
Connect workforce skills with internal opportunities.
Skills taxonomy
Standardize the skills language used by the organization.
Skills gap analysis
Compare observed capabilities with role requirements.
Career paths
Make growth opportunities visible within the organization.
Internal talent marketplace
Connect people with internal projects and roles.
Mentoring programs
Structure experience sharing between employees.
Executive coaching
Support development goals with professional sessions.
Succession and leadership
Succession and nine-box
Prepare continuity for critical positions.
Nine-box talent matrix
Review performance and potential using documented criteria.
Critical role identification
Prioritize roles requiring continuity planning.
Successor slates
Document alternatives for each priority role.
Successor readiness
Turn readiness gaps into concrete actions.
Leadership pipeline
Develop capabilities for future responsibilities.
Critical knowledge continuity
Reduce concentrated knowledge dependencies.
How do companies use performance management?
Annual reviews tied to merit increases
At an insurer, HR closes the annual cycle with calibration by division and feeds results into the salary review. Increases are proposed based on documented reviews, not just manager perception.
Productivity goals on the plant floor
In manufacturing, supervisors track quality and safety OKRs by shift and hold monthly one-on-ones. Gaps become courses assigned from the LMS.
Succession for critical technical roles
In energy, some roles depend on specialized know-how. With the nine-box grid and successor slates, HR identifies internal candidates and plans their development ahead of time.
Industries where it is used most
Financial services and insurance
Alobri HCM is HR software for financial services that brings digital employee files, required training, commissions, performance and integrity assessments together for headquarters, branch networks and financial sales teams.
See →Manufacturing
Alobri HCM is HR software for manufacturing that connects plant attendance, rotating shifts, pre-payroll, training and workplace safety for factories, assembly plants and workshops with large hourly workforces.
See →Energy
Alobri HCM is HR software for energy companies that coordinates field crews, plant shifts, technical certifications and payroll for power generators, solar and wind farms, and the contractors that support them.
See →Healthcare
Alobri HCM is HR software for healthcare that coordinates on-call shifts, attendance, license and credential tracking, training, wellbeing and payroll for hospitals, clinics, clinical laboratories and outpatient networks.
See →How do you keep reviews fair and data protected?
Well-documented reviews help support promotion, pay, and improvement decisions with clear criteria applied consistently. Alobri records who reviewed whom, which criteria were used, and what changed during calibration, so you can audit the process when needed.
Review results are personal data: access is role-based, and 360-degree feedback follows the anonymity rules you set. Alobri helps you comply with data protection rules in each of the 18 countries where it operates, and a responsible person always reviews final decisions.
Available in 18 countries across the Americas
Configure rules, currency and language per country. See what applies in yours:
Clear per-employee pricing
Performance and goals costs USD 1.50 per employee per month; 360° is USD 0.75, OKRs USD 0.35, and succession with nine-box USD 1.25, each with a USD 20 monthly minimum. Taxes not included.
Time
Facial and mobile attendance
Monthly minimum: USD 40.31 · One-time setup: USD 149
- Web kiosk with facial recognition
- App with geofence validation
- Clock records and attendance report
- 5 psychometric tests a month
Time + Pre-payroll
Attendance and time closing
Monthly minimum: USD 68.11 · One-time setup: USD 149
- Everything in Time
- Exceptions, hours and approvals
- Export to your payroll
- 10 psychometric tests a month
People
Employee records and lifecycle
Monthly minimum: USD 95.91 · One-time setup: USD 350
- Core HR and digital records
- Onboarding and offboarding
- Employment contracts
- Org chart and self-service
- 15 psychometric tests a month
HCM Operations
People, time and payroll
Monthly minimum: USD 166.80 · One-time setup: USD 750
- Everything in People
- Facial and geofenced attendance
- Pre-payroll and exceptions
- Local payroll · up to 4 runs/month
- 25 psychometric tests and 1 battery a month
HCM Complete
Operations and talent acquisition
Monthly minimum: USD 222.40 · One-time setup: USD 1,250
- Everything in HCM Operations
- Recruiting ATS
- Careers and job portal
- Extended People Analytics
- 50 psychometric tests and 5 batteries a month
Prices in USD, excluding VAT and local taxes. You pay the higher of the per-employee rate or the package minimum. Every plan includes psychometric tests; extra tests cost USD 1.20.
Comparing with another platform?
See how Alobri measures up against the most searched alternatives.
Frequently asked questions
How much does Alobri performance management software cost?
The performance and goals module costs USD 1.50 per employee per month with a USD 20 minimum. You can add 360-degree feedback (USD 0.75), OKRs (USD 0.35), one-on-ones (USD 0.25), or succession and nine-box (USD 1.25) per employee per month. Initial setup is quoted separately, and prices exclude applicable taxes.
Can 360-degree feedback be anonymous?
Yes. You define reviewer groups (manager, peers, direct reports, internal clients) and anonymity rules, such as a minimum number of responses before group results are shown. Employees get useful feedback without revealing who said what.
Does it support OKRs, competencies, or both?
Both. You can review goals only, competencies only, or a weighted mix by population. For example, sales teams can weight OKRs more heavily while support roles weight competencies. Each cycle is configured to match your model.
How does performance connect to learning and compensation?
Gaps found in reviews can become courses assigned from Alobri's LMS or improvement plans. Calibrated results also feed the annual salary review and merit and bonus budgets, so every proposed increase has a documented review behind it.
How long does implementation take?
It depends on how many populations, competencies, and cycles you configure, and whether your employee records are already in Alobri. In the discovery session we review your current model and deliver a plan with scope, owners, and dates before the first cycle is set up.
Can I run it across several countries?
Yes. Alobri operates in 18 countries across the Americas in English, Spanish, and Portuguese. You can keep one competency model for the whole group and run different cycles or calendars by country or entity, with consolidated reporting for leadership.
Can I see a demo first?
Yes. Book a demo via WhatsApp or the website, and you will receive a Google Meet invite. We will show you a full review cycle, a calibration session, and a nine-box grid with sample data, and discuss how to move your current form into Alobri.
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See solution →Turn performance reviews into a clear, continuous process
We will review your current form and show how it would work in Alobri, from goals to succession.