Now Performance Management 365 App is Available on Microsoft Teams

Performance Management in Microsoft Teams
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Microsoft Teams / Sharepoint Performance Management System for your Organization

Highly configurable App

Adaptable app, personalized implementation that creates a perfect fit for your organization and can be used in Microsoft Teams, Sharepoint, Power platform.

Continues performance management

Make regular touch points and conversations about how an employee is progressing along with regular performance management.

Transparency and data support

Get analytical insights for better management decisions through customizable reports, charts, and Power BI dashboards

Increases employee engagement

Transparent performance management processes keep employees motivated, focused on organizational growth, generate a positive & healthy company culture.

Seamless Integration using APIs

Leverage Power platform with out of the box seamless Integration with almost any of your applications

Secure access with Microsoft 365

Multi-level security and permissions based on MS Office 365 / Asure Active Directory. Single sign-on and data integration with Office 365 and/or Active Directory users.

Appraisal Cycle Management

Seamlessly manage the entire employee appraisal process with easy-to-customize, configure appraisal cycles, and select the rating scales (Talent and Performance Management) which suit best to your organization. Establish a collaborative review process with automated workflows, and reminders, resulting in more precise results in a shorter period. 
Know organization information on the fly with various data points like gender diversity ratio, average age, average tenure, appraisal completion by location or departments.

360 Degree Feedback

Employee Performance Tracking Enable employees to give feedback to each other, peers, managers, etc. for constructive and productive feedback within the appraisal cycle as well adhoc feedback.

Multiple Reviewers

With HR365 performance management/ Employee Performance Tracking, employee’s review can be done by multiple reviews with standard as well as weighted reviews. Adaptable software, personalized implementation that create a perfect fit either as part of complete HR365 HRMS or individual module as Employee Performance Management or Employee Feedback Management Platform


Spend less time chasing stakeholders

Delegate the task of chasing managers, employees and peers to HR365. Get involved only when necessary.

Reminders and Live status

Configure reminders, instant reports, Send reminders through automated emails or teams. Dashboard to get quick view of the org on appraisal status.

Connect Performance Management with your other apps

Some of our clients

Some of Our Clients

Employee Performance Management Plans

$ 79
per month, billed yearly

Standard plan features

$ 149
per month, billed yearly

Everything in Standard, and…

$ 249
per month, billed yearly

Everything in Plus, and…

$ 329
per month, billed yearly

Everything in Premium, and…

Get started with 14 days risk free trial.
No credit card details required

How do you count user license in Performance Management 365 application?
Any user who is using the performance management application for self-review, appraiser’s review, HR
executives, admin and any other user who interact with application for approvals or any other activities, are
counted towards user licenses.

Employee Performance Management Tools or employee feedback app enable clients to conduct a multi-dimensional assessment of their employees’ abilities, behavioural competencies, and performance. The analytics system will provide managers with the data, expertise, and tools they need to conduct a more constructive evaluation of their team.

Yes, you can install multiple instances of the application as long as it is in one Microsoft 365 tenant and total number of users of all the instances installed remain within the user limit as per your plan or license you purchased.

Managers and leaders are the main users of Employee Performance Management Software, they could track their team member’s performance and development with goal-tracking and feedback features.

The main components of a complete performance management system include features for: Conducting reviews Supplying feedback Generating reports with the goal of improving performance through productive communication between employees, managers, and leadership.

Performance management process usually flows as follows: Conducting reviews Collecting feedback Discussing feedback Creating performance improvement plans, setting and tracking goals Providing rewards and recognition.

When choosing a performance management system, it’s important to investigate which system will help you easily and efficiently manage performance while having the most impact. Will the prospective system topple current roadblocks, ease frustrations surrounding use and implementation, and facilitate better, more impactful conversations between employees and the managers assigned to their performance and development? Every stakeholder within your organization should have a say in how your current system answers this question and what any future system would need to offer to satisfy their needs. If you need any assistance, don’t hesitate to contact us using this link

While creating and implementing a performance management program, remember following performance management best practices: Frequent and timely reviews. Frequent meaning on a schedule that prompts an assessment cycle more often than once a year, and timely meaning when feedback is most pertinent following the completion of a major project, on an employment anniversary, etc. A balanced approach when collecting feedback. Allow for self-assessments alongside manager assessments and provide the means for collecting feedback from the employee’s teammates, subordinates, customers, and even vendors. Automation to eliminate the most time-consuming or burdensome aspects of performance management, such as scheduling reviews, conducting them, and collecting and consolidating actionable data from them.


It also provides a foundation for better follow up as you can easily track performance progress over the long-term with automated reporting features. A focus on people and relationships. Positive, genuine relationships between employees and leadership fosters a culture of growth and accountability. In such a culture, high performance is a natural conclusion to a process that enables attentive relationship maintenance, mentorship, and communication.

*One Free Customization (upto 4 hours)

Performance Management 365
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Employee Performance Management Software, Performance Management Tools, Employee Performance Tracking, And Performance Management

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