performance-reviews
Performance Reviews — Under 100 People
What This Process Does
Performance reviews at this size are structured feedback conversations that drive compensation, promotion, and retention decisions — not performative corporate ceremonies. You run 2–4 cycles per year (semi-annual or quarterly), each with goal-setting, self-review, manager review, and calibration across the leadership team. Lattice, Culture Amp, or 15Five are the typical tools; spreadsheets or Notion work for the very smallest teams.
The stakes: reviews drive the compensation budget, promotion decisions, PIP triggers, and retention conversations. Done well, reviews build alignment and motivation. Done poorly, they drive regrettable attrition and unfair compensation. At this scale, a single cycle done badly can lose 3–5 high performers — potentially $1M+ of future value.
Start Here: ERP•AI Templates
ERP•AI's Performance Management template provides goal-setting (OKRs or similar), 360-feedback collection, self-review, manager review, calibration workflow, and compensation-decision integration. Pair with Career Ladders for leveling clarity and Compensation Cycles for merit + equity decisions tied to review outcomes.