Performance management
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.
At a glance
Crew performance management runs the full review cycle for small and medium-sized businesses: goals and OKRs, continuous feedback, manager 1:1s, and 360-degree appraisals with anonymous peer feedback. Reviews run quarterly, half-yearly, or annually, and outcomes sit on the same employee profile as payroll so they can inform pay reviews and career paths.
USDnative
pricing, payslips, statutory deductions
Promptfirst
run workflows in plain English or your language
Freeto start
pay per employee per month when ready
Feature
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 covering strengths, opportunities, and themes across perspectives.
Built for SMBs
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 Crew performance management in a live demoQuarterly 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.
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.
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.
Define career ladders for key roles: the 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
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
360-degree appraisals get more powerful when they're structured well. Here's how Crew handles them.
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.
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.
Participants submit feedback anonymously through Crew. Anonymity is critical for honest peer feedback. Without it, you get politeness instead of insight.
Crew aggregates responses into a balanced report covering strengths, opportunities, and themes across perspectives. The employee and their manager review this together as the basis for the formal performance conversation.
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.
SMB-first
Performance management in growing SMBs has specific realities most enterprise tools ignore.
How it works
Use Crew's role-specific templates or build your own. Quarterly check-ins, half-yearly, or annual: set the cadence that fits your team.
Reviewers and reviewees get clear assignments and gentle nudges. Peer and direct-report feedback stays anonymous; manager reviews are accountable by design.
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
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.
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 SMBs. Crew supports any cadence you want to configure.
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, so choose what fits your team.
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, because accountability matters in that direction.
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.
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.
One platform for payroll, HR, time, leave, performance, and benefits.
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Predictable, transparent USD pricing. Free to try, no annual commitment.
Volume pricing in USD, named CSM, structured rollout, SLA-backed support.
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