Software can run goals, reviews and calibration in one place, but it cannot replace the judgement in calibration or fix a process that is not written down. This guide gives neutral criteria for evaluating any performance management tool, using the method in the performance management framework as the yardstick. Disclosure: Ash Taherian works at Revolut People, so one product in this space is his employer’s. The criteria below apply to every vendor, including Revolut People.
Write the process first
Before comparing tools, write down what you want the tool to run: the three components (deliverables, skills, culture), scorecards, a talent bar by seniority, a quarterly review and calibration cycle, and how grades link to promotion, development and pay. The method works without software; software makes it easier to run consistently and to keep evidence in one place instead of slides and spreadsheets. See the performance management framework.
Evaluation criteria
| Criterion | What good looks like | Why it matters |
|---|---|---|
| Process fit | Supports your scorecards, grades and talent bar without heavy workarounds | A tool that forces a different process creates two systems |
| Goals cascade | Company, department, team and individual goals visible with owners and progress | Deliverables scoring needs goals that reach the scorecard; see goals that don’t cascade |
| Skills and culture | Role-specific skills and value-linked behaviours at each seniority level | Makes the talent bar operational; see talent bar by seniority |
| Reviews and evidence | Same questions for all managers, with an evidence note for each answer | Limits manager bias and avoids grading memory |
| Calibration support | Grades calculated from scorecards, adjustments recorded with reasons, leadership sign-off | Calibration is judgement; the tool should record it, not replace it. See running a calibration meeting |
| Rating scale flexibility | You can set your own levels and thresholds | See rating scales explained |
| Outcomes | Links from grades to promotion, development, improvement plans and pay changes | Closes the loop after the review |
| Integrations and data | Clear way to connect to your existing HR systems and export your data | Avoids re-keying and lock-in |
| Admin effort | Your People team can change forms and cycles without a vendor project | Process will change after the first cycle |
| Pricing clarity | Public or quoted price for your headcount, with implementation costs stated | Compare total cost, not list price |
| Security and privacy | Documented data handling and access controls that satisfy your reviewers | Performance data is sensitive |
Questions to ask every vendor
- Can I configure my own scorecards, levels and talent bar, and show it live with our data?
- How are grades calculated, and can calibration adjustments be recorded with a reason?
- What does it cost for our headcount, including implementation and support?
- What happens to our data if we leave?
- Can you share customer references with a similar company size and process?
Run a two-job-family pilot
The playbook’s advice is to start with two critical job families, write their talent bar and scorecards, run one cycle, then extend. Use the same approach to test software: put the same two job families through each shortlisted tool, then compare how easy it was to configure, how clear the evidence was, and how calibration went.
Where Revolut People fits
Revolut People is a platform for goals, skills and culture (the talent bar), reviews, calibration and outcomes. Its public plans start from £10 per active employee per month, with no standard implementation fees (see the public plans for current terms). It will not be the right fit for every company; if it is not a fit for your process, a 15-minute discovery call is a quick way to find out. See Revolut People performance management for the product, and the year-end performance reviews and HRIS guide for how Ash thinks about the stack.
Related guides
Performance management framework: scorecards, talent bar and calibration · performance review template with worked examples · how to run a performance calibration meeting · employee performance rating scales explained · People Performance Playbook home
Free tools: estimate what your review cycle costs with the performance review cost calculator, or see if your HRIS is holding performance back with the HRIS switch checker.
FAQ
What should I look for in performance management software?
Fit with your written process, goals that cascade to individuals, scorecards with evidence notes, calibration support, outcomes linked to grades, integrations, admin effort, clear pricing and security. The criteria table on this page covers each one.
Do I need software to run the playbook?
No. The method works in spreadsheets, but software makes it easier to run goals, reviews, calibration and outcomes consistently in one place. Software does not replace the judgement in calibration.
How should I compare vendors fairly?
Write your process first, ask every vendor the same questions, and put the same two job families through each shortlisted tool for one cycle.
Is this guide independent?
It uses neutral criteria that apply to any vendor, but Ash Taherian works at Revolut People, so the page discloses that and mentions the product honestly, including that it may not fit every company.
What does Revolut People cost?
Public plans start from £10 per active employee per month, with no standard implementation fees. Check the public plans page for current terms or book a 15-minute call for a price for your headcount.