Feedback and coaching? It starts with communication. Empower managers and employees through structured, constructive, bi-directional performance management processes for professional growth.
iProHR software allows managers to easily schedule recurring one-on-one meetings with employees. Integrated calendars and reminders ensure that meetings happen regularly and are not forgotten.
iProHR software can help create and manage agendas for each meeting. Managers and employees can add discussion points, topics, or goals in advance, making the meetings more focused and productive.

Develop feedback loops, set KPIs and design custom performance reviews. Quickly build a positive performance culture for your business – where everyone is aiming for the same goals.
Employees and managers can use iProHR software to set clear, measurable goals that align with company objectives. The system tracks progress throughout the review period, providing visibility into achievements and areas for improvement.
Instead of waiting for annual reviews, iProHR software facilitates continuous, real-time feedback. Managers and employees can share feedback instantly, fostering a culture of regular communication and improvement.

Consistent and continuous feedback. A game-changer for your team. Give and receive feedback from a centralised performance management system, and use it as a building block for development and growth.
iProHR software often includes a 360-degree feedback feature, allowing input from peers, subordinates, and supervisors. This holistic view provides a more comprehensive assessment of an employee’s performance.
Many iProHR software solutions include self-assessment tools, allowing employees to evaluate their own performance. This encourages reflection, personal growth, and open discussions during the review process.

Encourage feedback. From every angle. Allow your team to gain valuable feedback from managers and colleagues by inviting them to give feedback.
iProHR software often includes a 360-degree feedback feature, allowing input from peers, subordinates, and supervisors. This holistic view provides a more comprehensive assessment of an employee’s performance.