OKRs
Personal objective + key results. Quarterly cycles.
Performance reviews
Reviews that actually happen
Structure — cycle, goal, question, reviewer. Easy for employees, easy for managers. Self / manager / 360.
What you get
What you get
360 feedback
Self + manager + peers. Role-tailored questionnaires.
Compensation-linked
Review outcomes feed into raise / bonus decisions.
Auto reminders
No nagging needed — the system reminds reviewers.
Anonymous (optional)
Peer feedback can be anonymised at admin's discretion.
History + trends
Cycles over time, progress, recurring themes.
How it works
How a cycle runs
Define cycle
Q1/Q2/Q3/Q4. Participants, questions, timeline.
Employees self-review
Answer self-review questions, list goals, report progress.
Manager + peers
Manager writes formal review. Peers provide feedback.
1:1 + decisions
1:1 meeting to discuss. Outcomes feed comp + dev.
FAQ
Frequently asked questions
Are anonymous responses supported?
Yes — peer responses can be anonymised; the reviewee sees aggregated themes only.
How many cycles per year?
Configurable. Default: quarterly OKRs + semi-annual 360 reviews.
Can I link to compensation?
Yes — review outcomes are visible when approving raises / bonuses. Full audit trail.
Related
Other Merot features
Contact
Have a question?
Ask about demo, pricing or a specific workflow. This is the same Merot contact form.