Build a fuller evidence base
Bring goals, ongoing feedback and meaningful recognition into preparation. Consider changes in scope, dependencies and the support available so the assessment reflects the work in context.
Performance Review Software
Performance reviews with the whole story.
Bring the year’s goals, feedback and contributions into a conversation that looks ahead. Shape the review around your organisation, then turn reflection into a clear development plan.
Part of the connected New Dynamics platform.
Bring evidence into the conversation
Shape your own review process
Agree what happens next
Take a closer look at performance reviews.
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Reviews
The whole story. A better conversation.
LESS RECONSTRUCTING. MORE REFLECTING.
Start the review with context, not a blank page.
A useful review connects what was expected, what happened and what was learned. New Dynamics brings continuous performance context into a configurable review process, helping managers consider the work beyond its most recent moments.
See how the platform connectsMake room for the right perspectives
Use employee reflection alongside manager and relevant contributor input. For matrix teams, define the roles of project, functional and line managers through the multi-manager review process.
Configure the path to a decision
Shape forms, stages, reminders and approvals around your review cycle. Agree the next development actions and a follow-up conversation so the review has a useful life after the form is complete.
PUT IT INTO PRACTICE
Different review moments. A process that fits.
Explore how a quarterly conversation, project review or annual reflection can draw on the same connected performance context.
AN ILLUSTRATIVE EXAMPLE
Keep priorities and support in step with the work.
An example of a focused conversation between formal annual reviews.
A shorter review can keep goals relevant and make the next conversation easier.
- Prepare
- Revisit current goals, recent feedback and any changes in scope or priorities.
- Discuss
- What is progressing, what needs attention and where would support make a difference?
- Follow through
- Agree updated expectations and one or two next actions to revisit in the next check-in.
AN ILLUSTRATIVE EXAMPLE
Reflect while the delivery context is still clear.
An example of a review that involves people who worked together on a project.
Project and functional perspectives can add different, useful evidence to the same review.
- Prepare
- Gather the employee’s reflection, project outcomes and feedback from relevant collaborators.
- Discuss
- What was the contribution, how did the team work together and what would improve the next project?
- Follow through
- Capture learning and share relevant development context with the functional manager.
AN ILLUSTRATIVE EXAMPLE
Make space for a fuller reflection.
An example of bringing a year’s performance conversations together.
The formal review becomes a reflection point in an ongoing process, with a clear next chapter.
- Prepare
- Review goals, feedback and recognition across the period, including changes and earlier conversations.
- Discuss
- Consider outcomes and contributions, explore different perspectives and explain the assessment clearly.
- Follow through
- Agree a development plan with ownership, support and a date to revisit progress.
THOUGHTFUL ASSISTANCE. HUMAN DECISIONS.
Spend preparation time on the questions that matter.
AI-assisted preparation uses relevant performance context to support review briefings and discussion prompts. Managers check the sources, challenge the interpretation and own the final assessment.
Explore AI across New DynamicsTAKE THE NEXT STEP
A practical place to start.
Use a guide or editable template to make the next conversation easier. Open to everyone, with no form required.
Your questions, answered.
What is performance review software?
Performance review software helps organisations organise review forms, participants, evidence and follow-up. New Dynamics connects formal reviews with goals, feedback and recognition gathered during the year, alongside a configurable review workflow.
Can we customise review forms and stages?
New Dynamics is designed around configurable forms, stages, participants, reminders and approvals. Bring your current review process and any team-specific variations to a demo to confirm the implementation and fit.
Can more than one manager contribute to a review?
Yes, multi-manager reviews are part of the platform design. Project leads, functional managers and line managers can provide different perspectives. Define each contributor’s role and confirm access, weighting and approval requirements during evaluation.
Do continuous conversations replace the annual review?
They can work together. Regular conversations keep expectations and support relevant, while a periodic review offers a wider reflection point. Choose a cadence that matches the decisions and development conversations your organisation needs.
Does AI decide an employee’s performance rating?
The approach described here uses AI for preparation and discussion support. Managers remain responsible for checking evidence, considering context, explaining their assessment and making decisions with the appropriate human review.
Keep the performance story connected.
LET’S START WITH YOUR ORGANISATION
Make the next review a better conversation.
Bring your current process to a New Dynamics demo.
Book a demo