The employee performance review
software that drives people growth
HR managers love Happy5 because of the level of richness and depth it allows for
fair & accurate performance reviews.
The performance review platform
that allows HR managers to do more
Happy5’s employee performance evaluation tool allows managers to get complete visibility
of their team members’ contributions, skill sets, and competencies.
Build deep employee behavioral profiles
Customize assessment frameworks based on skills, competencies, values, etc.
Align impact to performance
Align performance to actual achievements around tasks, projects, and goals.
Collaborate on reviews fairly
Add multiple layers of performance calibrations to ensure fairness.
Conduct thorough employee assessments
Customize assessment templates for your reviews: from assessment cycles and manager responsibilities, to weightage contribution and scoring calculation rules. Happy5 allows HR managers to set things how they want it.
Ensure reviews are conducted fairly
Set responsibilities for who does (and receives) reviews; configure what happens when an employee switches roles mid-cycle; and track multi-calibrations to ensure everyone is assessed fairly and efficiently.
Identify top performers and those that need help
Easily compare employee scores side-by-side in a matrix visualizer, broken down by skill, competencies, values and goal performance, so you can easily identify top performers and those that need help.
Integrating the 5 pillars of
performance management
OKRs & Goals
Project Management
Performance Reviews
Growth & Engagement
Customization
Develop your organization’s talent and drive performance
Make Happy5 look and feel like your organization’s brand
Customize all text/labels within the platform and have your own branded URL and login page design specific to your company. You can also customize a branded mobile app store experience for your employees.
Frequently Asked Questions (FAQs)
What is a 360 review software?
A 360 review software is a tool that facilitates comprehensive employee evaluations by collecting feedback from multiple sources, including peers, managers, subordinates, and sometimes clients. It helps provide a well-rounded view of an employee’s performance, strengths, and areas for improvement.
What is the difference between a performance review and a 360 review?
A performance review is typically conducted by a manager and focuses on an employee’s achievements and goals. In contrast, a 360 review gathers feedback from various sources (e.g. managers, direct reports, and peers), offering a broader perspective on the employee’s performance, including interpersonal skills and teamwork.
How many people should complete a 360 review?
Typically, 5 to 10 people should complete a 360 review. This includes a mix of peers, direct reports, and supervisors to provide a balanced and comprehensive view of the employee's performance.
How to implement an effective 360-degree feedback system?
To implement a 360-degree feedback system, start by clearly communicating its purpose and process to employees. Select a user-friendly software tool, choose appropriate raters, and ensure anonymity for honest feedback. Provide training, set timelines, and follow up with action plans based on the feedback.
How often should 360 feedback be conducted?
360 feedback should be used annually or semi-annually. This frequency allows enough time for employees to act on feedback and demonstrate growth while keeping the process manageable and meaningful.
