Performance Management that Makes Reviews Faster, Fairer, and More Meaningful.

Built by founders who spent 15 years learning what works. Upward365 gives managers the context they need, HR the insights they want, and employees the clarity they deserve.

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The Problem You're Solving

Your managers spend hours writing reviews from memory. Employees feel blindsided by feedback they've never heard before. HR scrambles to chase down incomplete forms while executives wonder if any of this actually improves performance.

Annual reviews shouldn't be archaeology projects. When managers write from memory, they miss 90% of what happened and focus on the last two months. Employees who did great work in Q1 get forgotten. Problems that needed coaching in April don't get addressed until December.

You need a system that easily captures the full year so reviews reflect reality, not just recent events.

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How Upward365 Solves It

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How Upward365 Solves It

Year-Round Context Collection

Managers capture notes, recognition, and feedback as it happens. When review time comes, they open a workspace with everything already there: goals, check-in notes, recognition from peers, and progress updates from the employee.


No guessing. No forgetting. Just the facts.

Recognition That Rolls Forward

Dynamically generated templates serve your entire company, as competencies load automatically based on department, job title, or team. Marketing managers see the skills that matter for marketing. Engineers see what matters for engineering. HR builds once, and everyone gets relevant reviews.

Goals With Visible Progress

Goals link directly to reviews. Recognition (we call them Uplifts) feeds into performance context. One-on-one meetings stay organized with our Meeting Builder. Everything connects so managers have full visibility and employees know exactly where they stand.

Features That Drive Results

Context-Rich Review Workspace

Context-Rich History Hub

Left-side navigation through review sections. Right-side overlay showing year-round context: notes you captured, Uplifts the employee earned, progress on their goals, feedback from peers. Write reviews in half the time because context is already there.

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Recognition That Rolls Forward

Uplifts are lightweight kudos, public or private, that attach permanently to the employee's profile. Peer recognition, manager appreciation, or cross-team callouts all become part of year-round context at review time.

Goals With 
Visible Progress

Goals With Visible Progress

Set quantitative goals that auto-calculate completion. Track qualitative goals with narrative updates. Progress bars show everyone where they stand. Yes, we're building cascade and roll-up logic so goals sum upward from individual to team to company. Leaders will see contribution and capacity at every level.

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Flexible 360 Reviews

Self, manager, peer, upward, and external raters. Choose which rater types contribute to each section. External collaborators get a minimal, task-only experience with no full product access required.

Meeting Builder 
for Ongoing 
Check-Ins

Meeting Builder for Ongoing Check-Ins

Shared agenda space for one-on-ones and team meetings. Participants add items, track action items, and maintain continuity between review cycles.

Private Manager 
Notes

Private Manager Notes

Time-stamped notes kept on the employee throughout the year. Capture coaching moments and issues as they happen so review narratives are concrete and defensible.

Reports With 
Deep Filtering

Reports With Deep Filtering

A few powerful report canvases become dozens of views through filters: cycle, template section, competency category, user group. Pin the charts you check weekly to your dashboard.

Who It's Built For

HR and People Ops Leaders

Faster setup with role-specific competencies and reusable question libraries. Fewer tickets through embedded help and tooltips. Cleaner audits with activity logs and standardized scales. Custom user groups mirror your real org structure without workarounds.

Managers

One home for tasks you owe with single-click access to the right screen. Context gathering is automatic because notes, kudos, and goals are already captured. Meeting Builder keeps one-on-ones organized between review cycles.

Employees

Clear expectations with progress bars on your goals. Lightweight recognition that makes good work visible year-round, not just at review time. Self-service visibility into what you owe and when.

Executives

Pin KPI snapshots to your dashboard for continuous line of sight. Goal roll-ups connect individual output to team and company targets. Filterable reports answer trend questions without bespoke pulls from IT.

HR and People Ops Leaders
Managers
Employees
Executives
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What Makes Upward365 Different

Role-Specific Templates

Dynamically generated templates serve many audiences because competencies load based on department, team, or job title. No more template sprawl.

Context Layer

Review workspace overlays year-round context: notes, recognition, goals, peer feedback. Managers write from facts, not memory.

External Rater Support

Gather 360 feedback from clients and partners without exposing your full system or creating security gaps.

Simple Culture Tools

Uplifts create a recognition loop that feeds directly into performance context. Build culture while building better reviews.

Flexible Org Modeling

Multiple user group types and secondary managers mirror real matrix organizations. Map your actual structure, not a simplified version.

 

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Implementation
That Works

You import users via CSV or wait for HRIS integrations on our roadmap for early 2026. Create custom user groups for divisions, departments, teams, locations, or any grouping you need. Build review templates with weighted sections and assign them by group, individual, or everyone. Launch your first cycle by anniversary date or fiscal calendar.
Managers log in to a dashboard showing what they owe and when. Click into a review, see the context overlay, rate competencies, write comments, and submit. Employees do the same for self-reviews. Peer nominators get notified. HR tracks completion and pulls filtered reports.
Implementation timeline varies based on your organization's complexity. We provide free implementation training via video conference to get you up and running.
No six-month implementations. No consultants teaching you your own process. Set up in days, iterate as you go.
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Pricing That
Makes Sense

Performance Module: $7 per employee per month
Annual commitment. Add Engagement Module ($4 per employee per month) or get both for $10 per employee per month. $4,000 annual minimum.
Start with Performance now. Add Engagement when you're ready. No pressure, ever.

Implementation

That Works

You import users via CSV or wait for HRIS integrations on our roadmap for early 2026. Create custom user groups for divisions, departments, teams, locations, or any grouping you need. Build review templates with weighted sections and assign them by group, individual, or everyone. Launch your first cycle by anniversary date or fiscal calendar.

Managers log in to a dashboard showing what they owe and when. Click into a review, see the context overlay, rate competencies, write comments, and submit. Employees do the same for self-reviews. Peer nominators get notified. HR tracks completion and pulls filtered reports.

Implementation timeline varies based on your organization's complexity. We provide free implementation training via video conference to get you up and running.

No six-month implementations. No consultants teaching you your own process. Set up in days, iterate as you go.

csv-import@2x
pricing-section@2x

Pricing That

Makes Sense

Performance Module: $7 per employee per month

Annual commitment. Add Engagement Module ($4 per employee per month) or get both for $10 per employee per month. $4,000 annual minimum.

Start with Performance now. Add Engagement when you're ready. No pressure, ever.

Frequently Asked Questions

Questions We Hear From Growing Companies

What's the value of implementing a performance management system?

The right performance management system does more than track metrics. It builds a culture where employees understand expectations, receive timely feedback, and see a clear path forward. That kind of clarity drives engagement, retention, and ultimately, stronger business results.

Can we customize review templates?

Yes. Templates are containers built from sections like competencies, goals, and open responses. Admins set weightings, required fields, and which rater types contribute to each section. Competencies load dynamically based on user groups and job titles.

How do managers access context during reviews?

The History Hub shows an overlay with year-round context: notes, Uplifts, goal progress, and peer feedback. Managers write reviews with full context visible, not from memory.

Do we need to run reviews on a single date?

No. Create cycles by anniversary date or custom date range. Assign to everyone, specific groups, or individuals. Different teams can run different schedules.

What kind of reports can we generate?

A few powerful report canvases with deep filtering by cycle, template section, competency category, and user group. Pin your most-used charts to the dashboard for quick access.

How long does implementation take?

Implementation varies based on your org's complexity. Import users, create groups, build templates, and launch your first cycle.  This often takes just days rather than weeks or months, like many other platforms.

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Ready to See It?

Performance management that reduces manager workload, increases fairness, and gives leaders the insights they need. Built by founders with 15+ years in performance management, serving companies with 50 - 2,000 employees.