Goals, reviews, 1:1s, feedback and recognition on the same record as role, tenure and history. Run review cycles with templates and calibration, plot talent on a 9-box grid, and keep every conversation attached to the outcome it produced.
Performance management only works when goals, feedback, reviews and recognition point at the same person and the same evidence. October keeps them together.
Goals, 1:1 notes, peer feedback and recognition accumulate on the record all year, so the review is a summary rather than a memory test. October plots every rating against the target curve, flags the outliers and places people on the talent grid automatically.
Review cycles and templates use your competencies and scales. The calibration dashboard compares actual ratings with performance curves, surfaces outliers by manager and department, and records every calibration action and PIP.
AI prepares talking points for each direct report before the meeting, tracks cadence and captures actions. Recognition carries points, badges and awards, and October tells managers who they have forgotten.
Every capability below reads from and writes to the same employee record, so nothing has to be reconciled afterwards.
My goals, team goals and company goals with status, owners and progress. Switch to cascade view or the strategy map to see how every objective links up. Generate goals with AI from a sentence of intent.
AI Powered Insights helps teams review data, answer questions and follow up across October People. Here is what it does inside Performance & Recognition.
See AI Powered InsightsTalking points and insights for each direct report before the meeting.
Goals and OKRs drafted from natural language.
Recognition gaps and upcoming moments surfaced to managers.
Overdue reviews, missed 1:1s and morale dips flagged in time.
Performance & Recognition works powerfully on its own. Connect it with the modules below and every workflow starts with the same people, roles, history and evidence.
Yes. Review templates and cycles are configurable per group, with their own competencies, rating scales, reviewers and timelines.
Managers submit ratings, calibration sessions surface distributions and outliers against the expected curve, and agreed changes become calibration actions with owners.
Recognition awards points and badges, and formal award programmes can be configured. Points can be linked to reward schemes through integrations.
Tell us what your team needs. We’ll walk you through the relevant features, support options and how to get started.