Isolated review moments
Objectives and review outcomes can become disconnected from the ongoing work and conversations that follow.
Platform capability / Performance Development
Performance development that stays connected to action.
KnowHow Performance Development helps organisations connect objectives, reviews, feedback and development actions through an ongoing performance process.
AlignObjectives, KPIs and organisational priorities.
DiscussProgress, feedback and development conversations.
DevelopTurn identified needs into visible development actions.
The performance challenge
Performance processes are more useful when the review is not the end of the conversation.
When objectives, feedback and development actions sit in separate processes, it becomes harder for employees and managers to keep the full development context visible.
Fragmented feedback
Employees and managers need a clearer way to bring structured feedback and development conversations into context.
Development without follow-through
Needs identified during a review are more valuable when they can become visible development actions rather than isolated notes.
A connected performance journey
From objectives to development without losing the conversation.
KnowHow can connect the stages used to establish expectations, discuss progress, review performance and direct development activity.
Set priorities
Establish objectives, KPIs and the expectations that matter for the review cycle.
Discuss progress
Keep performance and development conversations visible through the cycle.
Review
Bring objectives, competencies and relevant inputs together for structured review.
Identify development
Use the review conversation to surface capability, coaching and learning needs.
Follow through
Carry agreed development actions into the wider development journey.
The review experience
Bring objectives, conversations and review progress into one clearer process.
KnowHow Performance Development can give employees and managers a shared view of the review cycle, objectives and progress while keeping development in view. The process can be configured around the organisation’s forms, questions, timing and participation model.
- Multi-stage cycles such as Start, Continue and Finalise, quarterly or other configured structures
- Employee and line-manager participation, including manager-only questions where required
- Different forms, questions, schedules and role visibility for different populations or cycles
- Submission, sign-off, acceptance and reminder workflows according to the configured process
Objectives, KRAs & KPIs
Turn organisational priorities into a measurable review structure.
Objectives and KPIs can be created or assigned according to the configured process, with KRAs used to group related measures and weighting or score calculation applied where required by the approved framework.
Objective Templates
Bulk assign KPIs by department, job role or other user/custom-field criteria.
KRAs
Group related KPIs beneath the key result areas that matter to the organisation.
Weighting & scoring
Support basic or weighted scoring approaches according to the configured framework.
Phase-based ratings
Use quarterly or other phase ratings to make progress and performance trends easier to follow.
Designed around the manager role
Give managers a clearer view of the people and actions that need attention.
Manager views can bring goals, feedback, performance reviews, learning activity and team information into one experience relevant to the role, while review status and history support practical follow-up.
01
See team activityMove from individual records to a practical team-level view.
02
Follow review actionsKeep incomplete or upcoming performance activity visible.
03
Connect developmentUse the wider platform to support learning and development actions after the conversation.
Competencies, feedback & conversations
Bring structured behaviour, feedback and ongoing conversations into the review.
Performance Development can combine behavioural competencies, selected feedback inputs and time-stamped conversation records so that the formal review is supported by a clearer development history.
Behavioural competencies
Define competency criteria, levels and descriptors aligned to the organisation’s framework.
360-degree feedback
Invite managers, peers, employees or other selected assessors to provide structured feedback where configured.
Conversation logs
Keep time-stamped employee and manager entries as a visible record of progress, feedback and check-ins.
Development needs
Record actions, training needs and development priorities within or alongside the review.
Configured around the review process
Support the performance framework, workflow and governance your organisation actually uses.
Specific client frameworks, calculations, dashboards and workflows remain configurable, while the underlying Performance Development capability supports the review mechanics below.
Objectives, KRAs & KPIs
Create or assign objectives and KPIs, group related measures into KRAs and apply the configured weighting approach.
Forms & questions
Use different forms, questions, schedules and role visibility for different employee populations or review cycles.
Review phases
Configure multi-stage processes such as Start, Continue and Finalise, quarterly cycles or other review structures.
Scoring & ratings
Support basic or weighted scoring and phase-based ratings according to the organisation’s approved framework.
Workflow & sign-off
Configure submission, sign-off, acceptance and reminders so participants know what needs to happen next.
Governance & visibility
Use rollback or reassignment controls where configured, together with control grids, review status and review history.
Dual participationEmployees and line managers can participate in the review process.
Manager-only questionsRole-specific questions and administrative controls can be included where required.
Control gridsManagers and administrators can see status, history and approved control actions.
From review to development
Turn what the conversation identifies into visible development action.
The wider KnowHow platform can connect development needs to learning, coaching or other actions so that the review becomes part of an ongoing development journey.
Identify the need
Use the review or skills conversation to make development needs visible.
Agree the action
Direct learning, coaching, shadowing or another development activity where appropriate.
Follow progress
Keep agreed actions visible for follow-up rather than leaving them in the review record alone.
Performance in context
Performance becomes more useful when it connects to learning, skills and workforce insight.
Performance Development can operate as a structured review process, while the wider KnowHow platform helps connect the development activity that follows.
LEARN
Learning Management
Direct relevant learning and development activity after a review or development conversation.
Explore Learning →DEVELOP
Skills & Competency Development
Connect role requirements and capability gaps to the development plan.
Explore Skills →
UNDERSTAND
Reporting & Workforce Insight
Bring performance and development activity into a broader organisational view.
Explore Insight →Designed for practical performance development
A configurable process, supported beyond go-live.
See Performance Development in your context
Show us how your organisation manages objectives, reviews and development conversations.
We’ll tailor the conversation around your review structure, roles, workflow, feedback requirements and the development activity that should follow.
