--- title: "Performance Management System for Small Teams | LekhaHR" description: "Performance management system for small teams: quarterly goals, dated check-ins, feedback, and a self and manager review that reads them back." canonical: https://lekhahr.in/performance-management-system/ last_updated: 2026-09-30 --- Performance management system · 30 Sep, quarter end # Goals written down, and a review that **reads them back.** LekhaHR is a performance management system for small teams. Set a few goals each quarter, write a dated check-in when something moves, and close with a self review and a manager review that open with every entry already in place. [Request an invite](https://lekhahr.in/request-invite/) See a check-in land Included in LekhaHR Business: ₹119 per employee per month on annual billing for the first 25, no minimum; GST extra. [See every band](https://lekhahr.in/pricing/) No. 02 Goals, set once --- because a goal that changes every week can't be reviewed at the end of the quarter. Entered Fri 3 Jul 2026 · 16:00 IST ## How are goals set in a performance management system? A few per quarter, each with a measure, agreed in the first week. Asha drafts three goals and Meenal agrees them. After that each goal stays put, and the quarter is written as dated check-ins underneath it, so the review reads back what happened. ### A few goals, not a framework Three to five goals a quarter is plenty for most small teams. Each one is a sentence and a measure. ### A measure you can check A date, a number or a count. The check-ins record where the measure stood, and when. ### Agreed, then fixed Once the manager agrees the goals, a change is written as a new entry with its reason. The first version stays attached. ### Seen by the right people A person's goals are visible to them and their manager. Team goals can be shared with the team. No. 03 Check-ins as entries --- A review written from memory in September remembers September. The entries remember July. ## Check-ins as entries, not a year-end scramble. When a goal moves, the person writes one line: where it stands and why. On 12 Aug Asha wrote 60% and the reason. Meenal replied in the same thread. - Each check-in is dated and never overwritten - A manager replies on the entry, not in a separate chat - A gentle reminder if a goal has no entry for a month - Feedback from anyone, with who can read it shown first No. 04 The review reads the ledger --- Nobody retypes a quarter into a form. The form opens with the quarter in it. ## A self review and a manager review, side by side. Asha writes hers first. Meenal reads it, writes her own and both sign. The rating is a word on a four-step scale, with a note that says why. - Goals, outcomes and check-ins arrive already written - Ratings in words; no numbers to average - Both sides sign, with the time of each signature - An unfinished goal can be carried into the next quarter No. 05 A cycle on dates --- Quarterly, half-yearly or yearly. Your dates, your cadence. ## How often should performance reviews run? As often as your team can do them well: each quarter, twice a year or once a year. A review cycle runs on dates, not as a campaign. Meenal sets them once, people get one reminder when their step opens, and the cycle page shows who is done. On 30 Sep, 2 of 4 reviews are signed. 1. Goals set Fri 3 Jul 2. Self reviews open Wed 23 Sep 3. Manager reviews written by Tue 29 Sep 4. Both sign by Thu 1 Oct · to come 5. Cycle closes Thu 1 Oct · to come No. 06 Carried to --- A rating never moves money on its own. People decide pay; the record shows what they read. ## How does a performance review connect to a salary revision? A signed review is one input to a salary revision, never an automatic change. The person who decides pay writes the revision in payroll with an effective date, the payslip carries the new figure from that date, and the review stays attached to the revision it informed. 1. Goals Set by quarter, with dated check-ins 2. Review Self and manager, both signed 3. Salary revision Written in payroll, from an effective date 4. Payslip Shows the new figure and when it began [How payroll shows each line](https://lekhahr.in/payroll-software/) [The employee record the review sits on](https://lekhahr.in/employee-management-software/) No. 07 An honest note --- because the right tool for your team matters more than one more sign-up. ## Who LekhaHR performance is written for. Written for you if ### Small teams that want reviews to be fair and quick. - You have from a handful to a few hundred people and reviews live in documents today. - You want a review to read what happened in the quarter, in the person's own entries. - You would rather talk about one person's goals than rank people against each other. Talk to us first if ### Some set-ups need more than this module does. - You run company-wide OKR trees with cascading objectives and weighted key results. - Your process needs forced distribution, calibration grids or stack ranking. - You want 360 surveys sent to many raters, or scores generated by software. No. 08 Questions --- Short answers. Each one matches what the module is written to do. ## What small teams ask about reviews. ### What is a performance management system? It is software that keeps goals, progress notes, feedback and reviews in one place, so a review at the end of a period is written from what happened during it. In LekhaHR goals are set by quarter, check-ins are dated entries against each goal, and the review form opens with those entries already in it. ### What is the PMS process in HR? PMS in HR usually runs as a cycle: set goals, check in during the period, gather feedback, review, then decide on development or pay. In LekhaHR goals are set by quarter, check-ins are dated entries against them, and a self review and a manager review close the cycle on the dates you choose. ### Do you rank people or use a bell curve? No. There is no stack ranking, no forced distribution and no quota for any rating. Each review is a self review and a manager review of one person against that person's own goals, and both are signed. The rating is a word on a four-step scale. ### How often do reviews run? Goals are set by quarter. The review cycle runs on dates you set: at the end of each quarter, twice a year or once a year. Each cycle has an open date for self reviews, a date for manager reviews and a close date. ### Does a rating change someone's salary? Not by itself. A signed review sits beside the salary revision as its input. The person who decides pay writes the revision in payroll with an effective date, and the payslip carries the new figure from that date. Until then, the payslip keeps the old figure. ### Who can see feedback? Each note shows who can read it before it is sent. Private feedback is seen by the person and their manager. Shared praise can be shown to the team. Feedback is never turned into a score. Every note keeps its date and its author. ### Do you support OKRs? Each goal has a measure and dated check-ins, which covers what most small teams use OKRs for. There are no company-wide objective trees, no cascading and no weighted key-result maths. If you need cascading OKRs across many teams, LekhaHR is the wrong fit. No. 09 · By invitation ## Close your next quarter with the entries already written. because the bill is sized to the team you have. We reply to every request by email. [Request an invite](https://lekhahr.in/request-invite/) [Read about timesheets](https://lekhahr.in/timesheet-software/)