Build high-performing teams painlessly
Rippling Performance Management is powered by your employee data. That makes it effortless to set up and sustain your performance process.
Connect every step of performance management
Align on goals and OKRs
Assign, share, and track goals across your company. Surface individuals’ goal progress in performance reviews.
Set up reviews in minutes
Configure your review cycles to run exactly the way you want, in a fraction of the time it takes other systems.
Calibrate ratings and raises
Collaborate on ratings, promotions, and raises. Effortlessly sync approved changes to payroll.
Identify performance trends
Report on performance alongside all your employee data to unlock deeper, more impactful insights.
END TO END PERFORMANCE MANAGEMENT
Everything you need to develop and retain talent
Schedule feedback at whatever interval makes sense for your organization—monthly, quarterly, annually, or on a custom cadence.
Let employees view and revisit feedback in the same system they use on a daily basis instead of forcing them to sign in to another system.
Equip managers with structured templates to guide their performance conversations with direct reports.
Customized feedback forms
Measure what’s most important for your org by customizing review criteria—or kick start your cycle using one of Rippling’s templates.
Give employees the power to nominate their peer reviewers—and managers the ability to approve or counter-propose reviewers.
Help low-performers get back on track by creating a development plan and setting a cadence for progress check-ins.
Revisit feedback easily with PDFs that snapshot the review cycle—or simply log in to Rippling to access past cycles.
Finish your cycle in a timely manner by quickly spotting stragglers and alerting them to finish their reviews.
Set continuous feedback
Kick off reviews based on any employee data or event. For example, you can trigger 30-60-90 check-ins to help new hires ramp.
Ensure quality feedback during manager changes
Build policies defining who reviews employees with recently changed managers. Assign skip-level managers, historical managers, and more.