Help individual goals
move the whole team forward
Set meaningful goals, gather feedback, run structured reviews, and keep development conversations moving throughout the year.
Translate priorities into goals
people can act on
Define objectives and weighted result areas so employees can see what success looks like and track progress.
SMART Objective Framework
Cascade company priorities directly down to department targets and personal milestones.
Automated Progress Check-Ins
Periodic automated nudges keep milestones updated without manager micromanagement.
Keep development conversations
going all year
Use shorter check-ins to discuss skills, capture coaching notes, and agree on next steps.
Lightweight Check-In Rhythms
Conduct bite-sized quarterly 1-on-1s that focus on forward-looking growth instead of past blame.
Competency Radar Comparison
View side-by-side rating alignment between self-assessments and supervisor evaluations.
Collaborative Action Roadmaps
Document developmental milestones, training courses, and mentor check-ins in one shared log.
| Contributor | Growth Score | Insight |
|---|---|---|
|
RK
Riya Kapoor
Employee • Product Analyst
|
“Took charge of the billing revamp and shipped it a week ahead of plan.” | |
|
KM
Karan Malhotra
Manager • Head of Product
|
“Breaks big launches into clear milestones and keeps everyone updated without being asked.” |
|
RK
Riya Kapoor (Employee)
|
“Ran three walkthrough sessions to help new analysts settle in.” | |
|
KM
Karan Malhotra (Manager)
|
“Next step: pair with design on the roadmap reviews to grow cross-team influence.” |
Make feedback part
of everyday growth
Give colleagues and managers a place to share recognition and helpful feedback while work is still fresh.
Recognition That Sticks
Tag every insight as Great Work, Collaboration or Customer Impact, so wins are easy to spot later.
Two-Way Team Pulse
Team members can share insights with their managers too, so leads learn what helps their team.
Private When It Matters
Keep an insight private when it needs a quieter word, and share it openly when it deserves a shoutout.
Give appraisal cycles
a consistent structure
Set review periods, participants, and evaluation steps to suit different roles and teams.
Custom Cycle Timelines
Set strict submission deadlines, auto-reminders, and grace periods for employees and managers.
Role-Specific Evaluation Scopes
Tailor evaluation criteria for individual contributors, tech leads, sales executives, and managers.
Automated Deadlines & Reminders
Automate notification nudges across Slack, email, and mobile apps so reviews close on schedule.
Bring multiple perspectives
into each review
Bring self, peer, and manager input into one review process, then calibrate ratings across performance bands with context.
Multi-Rater Review Workflows
Configure self, peer, manager, and skip-level review stages with automated deadline tracking.
Bell Curve Normalization
Calibrate performance ratings across departments to eliminate grading bias and inflation.
Automated Merit Hikes
Directly connect final performance ratings to compensation grids and promotion letters.
See what performance
trends reveal
Explore goal progress, capabilities, and succession signals in reports leaders can act on.
Goal Velocity Dashboards
Track real-time completion rates across departmental OKRs and company-wide strategic initiatives.
Organizational Skill Radars
Identify capability strengths and talent shortages across squads before projects get delayed.
Sentiment & Engagement Trends
Analyze feedback sentiment trends over time to identify teams needing extra leadership support.
Frequently Asked Questions
Find clear answers to common questions about HRMS software, core features, implementation, and pricing.
How to connect & get started?
Login to your account →It is the ongoing process of setting goals, discussing progress, giving feedback, and supporting employee growth.
It brings goals, feedback, reviews, and development information into a consistent workflow.
A shared process gives employees clearer expectations and helps managers make more informed review decisions.
It is a way to view performance and potential together when discussing development and succession.
dissolveX supports goals, feedback, review cycles, competency views, recognition, and performance reporting.
Yes. Review workflows can collect input from the employee, peers, and managers according to the configured cycle.