Employee performance review
360 reviews along your reporting lines
Run each employee performance review on the reporting lines you keep in Skailer: reviewers come from the org chart, with a form and rules per reviewer type.
Review season shouldn't run on spreadsheets
HR builds who-reviews-whom from an old org chart export, keeps 3 copies of one form and chases forms in Slack. Directors get results as forwarded files.
Assign every 360 performance review from your org chart
Self review, Manager review and Upward review are filled from Skailer's reporting lines. HR, the direct manager or the reviewee adds peers and custom groups, each with a note on what to focus on.
Give each reviewer type its own form and scoring rules
A self review asks for reflection, a manager review for results, an upward review for leadership. Each type gets its own form or template, and you choose which questions and reviewer types make the final score.
Hide answers until enough people respond
Upward, peer and custom-group reviews can be anonymous. Until the number of answers you set comes in, that group's results stay hidden in the report and the XLSX export. Sharing is set for each reviewer type.
Compare people on two measures before the conversation
Summary shows the response rate and results per question by reviewer type. Insights plots every participant on two axes. With Reviews AI on, SK.AI highlights summarize each person's feedback; scores stay as given.
Show managers results across their whole reporting tree
Managers see results for direct reports and every level below, within their role's access. Cycle owners follow Participation, filter by department or job role, and remind anyone who hasn't finished.
Reviews on the people and goals in Skailer
Reviewers come from Core HR. Reviews assess the work, goals set the direction, surveys measure how people feel, and recognition marks good work as it happens.
What does performance review software in Skailer cover?
Skailer Performance reviews is employee performance review software for 360 review cycles. Self, manager and upward reviewers are assigned from the company's reporting lines, and HR, managers or the reviewee add peers and custom groups. Each reviewer type gets its own form, an optional anonymity threshold and a sharing rule. Managers see results across their reporting tree, results export to XLSX, and SK.AI highlights summarize feedback without changing scores.
Decide who sees which answers, and when
Anonymous results stay hidden until the threshold is met, in reports and exports. Employees see only feedback shared with them, and role permissions decide who manages cycles.
What the model shows for a 500-person company
PERFORMANCE REVIEWS
360° FEEDBACK
HOURS BACK
HR performance review software: 3 ways compared
Teams usually compare 3 ways to run a review cycle: spreadsheets and forms, a standalone performance tool, or reviews inside the HR platform.
| Capability | Spreadsheets & forms | Standalone review tools | Skailer |
|---|---|---|---|
| Who reviews whom | Built by hand from an org chart export | Synced from the HR system of record | Self, manager and upward from reporting lines |
| Questions per group | A separate form for each group | Templates per review | A form per reviewer type, from templates |
| Anonymity | Promised, hard to enforce | Varies by vendor | Threshold per reviewer type, also in exports |
| Sharing with employees | Sent by HR one by one | Varies by vendor | Per reviewer type, on completion or at cycle end |
| Results for senior managers | Forwarded by HR | Usually views by permission | Direct reports and My team, whole tree |
| Starting a cycle | Calendar reminders | Usually scheduled cycles | Flows on a schedule or before probation ends |
How an employee performance review runs
See how teams use Skailer
Performance reviews: common questions
Does Skailer employee performance review software support 360 reviews?
Yes. A cycle can combine Self review, Manager review, Upward review, Peer and Custom group reviewers. Self, manager and upward reviewers are assigned from reporting lines; HR, managers or the employee choose peers.
Can upward and peer feedback stay anonymous?
How is the final review score calculated?
Does AI write or change performance reviews in Skailer?
Can we run probation or recurring reviews automatically?
Can managers see review results for their whole team?
See your next review cycle on your structure
Book a demo to see Skailer run a 360 cycle on your reporting lines with your own questions.