Performance management

Performancereviewsthatdon'tfeellikehomework.

Crew's performance management system handles the full review cycle, goal setting, continuous feedback, 360-degree appraisals, and career planning, without the bureaucracy that makes performance reviews feel like an annual chore.

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Free to start

PKR pricing

Built in Pakistan

AI-native by default

Active cycle

Mid-year 2026

Reviews submitted

32 / 47

Open goals

118

PKRnative

pricing, payslips, statutory deductions

Promptfirst

run workflows in plain English or Urdu

Freeto start

pay per employee per month when ready

Feature

360-degree appraisals, structured properly

Gather input from the employee, their manager, peers, direct reports, and external collaborators. Each participant type sees role-tailored questions; peer and direct-report feedback stays anonymous so you get honest insight, not politeness. Crew aggregates responses into a balanced report, strengths, opportunities, themes across perspectives.

Set up in minutes, not weeks
Works alongside your existing tools
Localized for Pakistani teams

360° review · Q2 2026

Bilal Ahmed · Sales Lead

4.2

/ 5.0

Self · Manager · 4 peers6 of 6 submitted

Time saved

80+ hrs / year

on average per business

Mid-year objectives

Sales · Q2

68%

on track

Increase NPS to 60

78%

Launch new pricing page

100%

Hire 5 engineers

60%

Reduce churn by 20%

35%

+12% vs Q1

Built for SMBs

Goal and OKR tracking

Set goals at company, department, team, and individual levels. Use OKRs (Objectives and Key Results) or simpler goal structures, Crew supports both. Goals cascade naturally so each person sees how their work connects to broader objectives. Progress updates happen continuously, not just at review time.

See it in action

What Crew performance management handles.

Configurable review cycles

Quarterly check-ins for fast-moving teams, half-yearly for established teams, annual for traditional structures. Each cycle has its own template, participants, and timeline. Crew automates reminders, tracks completion, and surfaces blockers.

Continuous feedback

Performance is built between reviews, not at them. Managers and peers can leave specific, contextual feedback any time, so by the time a formal review happens, you have a record of what actually happened over the cycle, not just memories from the last few weeks.

Manager 1:1s

Structured templates for one-on-one meetings between managers and direct reports. Talking points, action items, and notes stay organized over time. Useful for tracking development conversations alongside formal reviews.

Career paths

Define career ladders for key roles, what skills and outcomes someone needs to demonstrate to grow into the next level. Employees see clearly what's required for advancement; managers have an objective framework for promotion decisions.

The problem

Why performance reviews fail in most SMBs.

Performance reviews break down for predictable reasons. They happen once a year, so they cover too much. They use generic templates that don't fit specific roles. They generate forms nobody uses afterward. And they're disconnected from the rest of HR, the review sits in a Word doc somewhere, while pay decisions get made on different criteria.

Crew fixes the structural problems. Reviews happen in the cadence you choose (quarterly, half-yearly, or annual). Templates are role-specific. Outputs connect to pay reviews and career planning. And the whole thing runs on the same platform as payroll and HR, so review data actually informs decisions.

How it works

How 360-degree reviews actually work in Crew.

360-degree appraisals get more powerful when they're structured well. Here's how Crew handles them.

Define participants

For each employee being reviewed, identify the participants: their manager, 2–4 peers, 1–2 direct reports (if applicable), and optionally external stakeholders. Crew suggests participants based on org chart and reporting structure.

Customize questions

Each participant type sees questions tailored to their perspective. Peers answer about collaboration; direct reports answer about leadership; managers answer about output and growth. Templates are pre-built for common roles but fully customizable.

Anonymous responses

Participants submit feedback anonymously through Crew. Anonymity is critical for honest peer feedback, without it, you get politeness instead of insight.

Aggregated report

Crew aggregates responses into a balanced report, strengths, opportunities, themes across perspectives. The employee and their manager review this together as the basis for the formal performance conversation.

Action plan

The output isn't just a report. Crew turns the review into an action plan with specific goals, development priorities, and check-in points before the next cycle.

Local-first

Pakistani SMB realities.

Performance management in Pakistani SMBs has specific realities most enterprise tools ignore.

Smaller teams mean peer feedback is more sensitive, anonymity matters more, not less
Career path expectations vary widely, some employees want clear ladders, others value depth in their current role; Crew supports both
Cultural norms around direct feedback differ from Western tools' assumptions; Crew's templates are written to be direct without being abrasive
Performance and pay are often more closely linked in SMBs than in enterprises; Crew connects review outputs to pay reviews
Mid-level managers in growing SMBs often haven't been trained on giving feedback; Crew's structured templates and prompts help

How it works

From setup to running, in three steps.

Pick a template, scope the cycle

Use Crew's role-specific templates or build your own. Quarterly check-ins, half-yearly, or annual, set the cadence that fits your team.

Launch and gather 360 feedback

Reviewers and reviewees get clear assignments and gentle nudges. Peer and direct-report feedback stays anonymous; manager reviews are accountable by design.

Calibrate, share, and act

HR calibrates ratings, the manager and employee discuss the aggregated report, and the cycle ends with an action plan, not a Word doc nobody opens again.

Saved over 80 hours a year

“Payroll used to take at least one full day per month. We’re able to run payroll bi-weekly now, which takes us less than an hour each month.”

Syed Ali Rizvi

Founder, alphathree.co

Frequently asked

Performance management questions, answered.

What is a 360-degree appraisal?+

A 360-degree appraisal is a performance review that gathers feedback from multiple perspectives, the employee, their manager, peers, direct reports, and sometimes external collaborators. It produces a more balanced view than a manager-only review and is especially useful for leadership development. Crew handles 360-degree appraisals out of the box.

How often should we run performance reviews?+

Most modern performance frameworks recommend more frequent, lighter reviews over annual heavy ones. Quarterly check-ins for individual contributors and half-yearly formal reviews for managers work well for most Pakistani SMBs. Crew supports any cadence you want to configure.

What's the difference between OKRs and traditional goals?+

OKRs (Objectives and Key Results) define ambitious objectives with measurable outcomes. Traditional goals are typically more output-focused (what will you do). OKRs work well for fast-moving teams; traditional goals work well for stable operational roles. Crew supports both, choose what fits your team.

Can performance reviews stay anonymous?+

For 360-degree feedback, yes. Peer and direct-report feedback in Crew is fully anonymous, which is critical for getting honest input. Manager-to-employee reviews are not anonymous, by design, accountability matters in that direction.

Does performance data connect to pay decisions?+

Yes. Crew's performance management connects to the same employee profile as payroll, so review ratings can directly inform pay reviews and increment recommendations. You retain full control over the actual decision; Crew just makes the data accessible in the same place.

How long does a performance review take in Crew?+

For employees, completing a self-review and gathering 360 feedback typically takes 30–60 minutes. For managers, reviewing an employee's data and writing the formal evaluation takes 30–45 minutes per direct report. Crew's templates and structured prompts cut this time significantly compared to free-form Word docs.