Performance Management Software for Better Talent Decisions Grounded in Real Work

Betterworks helps HR leaders turn performance into a real-time intelligence solution — connecting goals, feedback, skills, and 1:1 meetings to drive stronger execution and more defensible decisions.

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Why teams are using performance management to drive business outcomes

Align work to what matters most

Connect company, team, and individual goals to real business priorities so employees know what matters, managers can coach in context, and leaders can see whether work is actually driving outcomes.

Make performance continuous

Replace episodic reviews with feedback, check-ins, and coaching that happen as work happens — so performance conversations stay current, relevant, and actionable.

Make better talent decisions

Bring goals, feedback, skills, and performance context together in one system so reviews, coaching, and talent decisions are based on evidence instead of memory or guesswork.

95 %

completion rate of goals

75 %

reduction in time it takes managers to complete performance reviews

90 %

goal alignment across the business

What real-time performance makes possible

Align every employee’s work to business outcomes

Performance often tracks historical activity, not impact. Betterworks connects company, team, and individual goals to real business priorities, so work is aligned from the start. With shared visibility and AI-assisted goal creation, teams stay focused on what drives the right results.

Learn about Goals

Make performance real-time, not episodic

Reviews shouldn’t rely on outdated snapshots. Betterworks embeds feedback, check-ins, and conversations from daily work so performance stays current. Managers get real-time context, not reconstructed narratives.

Learn about Feedback

Help managers coach with clarity and confidence

Managers often rely on instinct instead of context. Betterworks brings goals, feedback, and performance signals together in one view, so coaching is grounded in real work. AI signals and summaries turn insight into action.

Learn about 1:1s

Run fairer, more defensible performance reviews

High-stakes decisions shouldn’t rely on fragmented data. Betterworks brings goals, feedback, and performance signals into one system, making reviews more consistent and evidence-based. Built-in structure and visibility help leaders stand behind every decision.

Learn about Calibration

AI that helps you move faster

Performance management that improves decisions — not just documentation

Betterworks uses AI to provide better context, better outputs, and better experiences for performance management. We help teams write better goals that drive business results, summarize coaching themes, assemble performance narratives from actual work, and surface insights leaders can use to take action.

Because the system is grounded in goals, feedback, conversations, and outcomes, AI has richer context to work from — improving speed without sacrificing credibility. That same performance foundation powers talent decisions across calibration, succession and talent mobility.

How other people talk about Betterworks

Andrea Malec

Talent Manager

Betterworks really contributes because people have visibility into the goals at the top. They’re written in clear language that people understand. Betterworks has gone over very, very well. Leaders love it. Employees also love it. They describe it as intuitive to use.

Boryana Ivanova

Interim HR Generalist for EMEA and APAC

Betterworks has helped bring clarity and consistency to our performance conversations across regions and teams. It made our shift from OKRs to SMART goals smooth and intuitive, while still giving us the flexibility to adapt as our needs evolve. We're now in the process of revamping our performance review cycle using the platform, and it’s already sparking genuine interest and engagement across the company.

Breanna Gunn

Employee Experience Lead

We had Lattice prior to Betterworks. The employee feedback was not good and it was a struggle to get anyone to use it. With the switch to Betterworks, we have seen a much higher usage rate. Our employees and managers aren't nearly as resistant to performance now.

Carly Nunez

Program Analyst, Objectives and Key Results (OKRs)

Betterworks has made it easier to connect and review OKRs/Goals in real time with supervisors and cross-functional teams, giving additional transparency and accountability across the company.

Julie Coy

Team Lead HRIS Specialist

We never captured 1:1s formally before. This has enabled our managers to be more present and given our employees a true snapshot of their performance.

Shantanu Ghildiyal

Senior Product Manager, People Analytics

We were having 2 performance review cycles in a year before Betterworks was implemented. Now with Betterworks implemented across all our markets, we have centralized the performance evaluation and made it to 1 single cycle per year and are reducing the time spent by employees on admin tasks.

Carly Nunez

Program Analyst, Objectives and Key Results (OKRs)

Betterworks has made it easier to connect and review OKRs/Goals in real time with supervisors and cross-functional teams, giving additional transparency and accountability across the company.
Boryana Ivanova

Interim HR Generalist for EMEA and APAC

Betterworks has helped bring clarity and consistency to our performance conversations across regions and teams. It made our shift from OKRs to SMART goals smooth and intuitive, while still giving us the flexibility to adapt as our needs evolve. We're now in the process of revamping our performance review cycle using the platform, and it’s already sparking genuine interest and engagement across the company.
Julie Coy

Team Lead HRIS Specialist

We never captured 1:1s formally before. This has enabled our managers to be more present and given our employees a true snapshot of their performance.
Andrea Malec

Talent Manager

Betterworks really contributes because people have visibility into the goals at the top. They’re written in clear language that people understand. Betterworks has gone over very, very well. Leaders love it. Employees also love it. They describe it as intuitive to use.
Shantanu Ghildiyal

Senior Product Manager, People Analytics

We were having 2 performance review cycles in a year before Betterworks was implemented. Now with Betterworks implemented across all our markets, we have centralized the performance evaluation and made it to 1 single cycle per year and are reducing the time spent by employees on admin tasks.
Breanna Gunn

Employee Experience Lead

We had Lattice prior to Betterworks. The employee feedback was not good and it was a struggle to get anyone to use it. With the switch to Betterworks, we have seen a much higher usage rate. Our employees and managers aren't nearly as resistant to performance now.

Performance management tools for continuous success

Calibration

Performance calibration software for fair, consistent employee evaluations at scale.

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Goals

Align your entire workforce and provide transparency around your organization’s top strategic priorities.

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1:1 Meetings

Increase productivity with a better approach to everyday meetings.

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Conversations

Enable teams to drive better performance through continuous coaching, goal alignment, and feedback.

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Feedback & Recognition

Build a culture of growth with everyday feedback and meaningful recognition.

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Employee Engagement

Measure engagement and act on insights to keep top talent motivated and growing.

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Analytics

Track what matters most — from alignment to growth to team health.

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We always get asked these questions

What is performance management software?

Performance management software helps organizations align employee work to business priorities, support coaching and feedback, and make more consistent decisions about performance over time. Betterworks takes this further by connecting goals, feedback, skills, and talent intelligence in one continuous system.

Who is Betterworks built for?

Betterworks is built for organizations that want performance management to drive business execution, not just document the past. It’s especially well-suited for HR leaders, managers, and enterprise teams that need better visibility into performance, skills, and workforce capability across the organization.

How is Betterworks different from HRIS or annual-review tools?

Legacy HRIS performance tools are typically episodic, fragmented, and compliance-oriented. Betterworks is continuous, outcome-driven, and built to connect execution, coaching, skills, and talent decisions in one system — so managers and leaders work from live context, not retrospective summaries.

What performance management problems does Betterworks solve, and how?

Betterworks addresses misaligned goals, delayed feedback loops, inconsistent coaching, and outdated review processes by connecting goals, feedback, conversations, and recognition in real time. The result is stronger manager effectiveness, better visibility into performance, and more defensible decisions.

Why do managers actually use Betterworks?

Because it fits into how work already happens. Goals, feedback, 1:1s, and coaching prompts are designed to support ongoing conversations instead of adding more admin. AI also helps managers summarize context and act faster without starting from scratch.

What integrations are available with Betterworks?

Betterworks connects with Microsoft Teams, Slack, Workday, and other major HR and productivity tools to embed performance management into the flow of work and keep data in sync across systems.

How does Betterworks use AI in performance management?

AI helps recommend goals, summarize coaching themes, assemble performance narratives from real work, infer skills, and surface insights leaders can use to make better decisions. The point is not just faster documentation — it’s better context and better outcomes.

How does Betterworks help companies improve performance management?

Betterworks helps organizations move from fragmented, episodic processes to a continuous system for alignment, coaching, and talent decisions. That improves consistency, reduces bias, and creates a clearer link between people performance and business impact.

Turn performance into a continuous system for better talent decisions and measurable business impact.

Give HR leaders and managers the real-time visibility they need to align work, develop talent, and make better decisions with confidence.

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