Performance Reviews That Actually Drive Decisions
Run review cycles with self, peer, and manager input against real goals, calibrate for fairness, and carry the result straight into comp - not into a drawer.
What performance reviews cover
Fintra runs the whole review cycle: self-assessments, peer and manager feedback, and ratings tied to the goals people actually committed to. Calibration keeps ratings fair across managers, and the outcome flows into the compensation cycle so reviews inform pay instead of gathering dust.
- Configurable cycles with self, peer, and manager input
- Ratings anchored to goals and competencies
- Calibration to align managers and reduce bias
- Outcomes that feed the compensation cycle
A cycle that runs itself
Review cycle stages
- 1
Launch
Open the cycle with the right templates and participants.
- 2
Gather
Self, peer, and manager feedback collected on schedule.
- 3
Rate
Managers rate against goals and competencies with evidence.
- 4
Calibrate
Leaders align ratings across teams to keep the bar consistent.
- 5
Deliver & act
Reviews are shared and outcomes flow to comp and development.
Fair, documented, defensible
Connected to goals and pay
- Reviews reference goals/OKRs directly
- Outcomes drive the compensation review cycle
- Results inform career ladders and development plans
Frequently asked questions
Does Fintra support 360 feedback?
Yes - cycles can gather self, peer, and manager input, giving a rounded view rather than a single manager’s opinion. You configure who contributes per cycle and role.
How does calibration reduce bias?
Calibration compares ratings across managers and surfaces drift - where one grades consistently harder or easier - so leaders can align the bar. That protects strong performers under tough managers and makes the outcomes defensible.
Do reviews connect to compensation?
Yes. Review outcomes feed the compensation cycle, so merit and promotion decisions are grounded in the documented performance process rather than made separately from it.
Are reviews tied to goals?
Ratings are anchored to the goals and OKRs employees committed to, so a review reflects what someone actually delivered against their objectives rather than a vague impression.
Stay in the loop
One practical finance briefing a week - new guides, checklists, and benchmarks.
Run reviews people trust
Start free, no card required. Launch fair, calibrated review cycles tied to goals and pay.
Talk to us