Performance management system · 30 Sep, quarter end
Goals written down, and a review that reads them back.
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.
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Asha Rao · goals, Q2 FY 2026-27
Ship release 2.0 of the Client A mobile app
Live in both app stores by 30 Sep
Met
Jul · 14 Jul
20%
because the scope was signed off on 10 Jul
Aug · 12 Aug
60%
because the client demo moved to Sep
Sep · 22 Sep
100%
because 2.0 went live on Fri 18 Sep
Bring the reports page under 800 ms (p95)
p95 load time, measured weekly
Partly met
Jul · 16 Jul
1.9 s
because that is where the quarter started
Aug · 18 Aug
1.2 s
because the heaviest query now runs once, not per row
Sep · 24 Sep
0.95 s
because caching waits on the Q3 database move
Run a code-review hour for the team every fortnight
6 sessions in the quarter
Met
Jul · 31 Jul
2 of 6
because both July sessions ran
Aug · 28 Aug
4 of 6
because Vikram took the 14 Aug slot
Sep · 25 Sep
6 of 6
because the last one ran on Fri 25 Sep
Design preview · sample data · Paiteq Technologies
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
Three goals, a measure each, agreed in the first week.
Asha drafts her goals and Meenal agrees them. After that the goal stays put, and the quarter is written as check-ins underneath it.
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.
New goal · Q22 of 3
Goal
Bring the reports page under 800 ms (p95)
How we will know
p95 load time, measured weekly
By
Wed 30 Sep 2026
Visible to
Asha and Meenal
Send to Meenal to agreeNo. 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
Ship release 2.0 of the Client A mobile app
Live in both app stores by 30 Sep
14 Jul · Asha
20%
because the scope was signed off on 10 Jul
12 Aug · Asha
60%
because the client demo moved to Sep
Meenal · 12 Aug · Tell the client today, and keep 30 Sep as the date.
22 Sep · Asha
100%
because 2.0 went live on Fri 18 Sep
Feedback this quarter
Vikram Nair · Tue 11 Aug
“The release checklist you wrote for 2.0 saved us a day in QA. Can we keep it for every release?”
Shared with Asha and Meenal
Rohan Das · Mon 21 Sep
“Thanks for joining the Client A call on Friday. The walkthrough answered their questions before they asked.”
Shared with the team
Meenal Joshi · Thu 27 Aug
“When the demo moved, you told the client the same day. Keep doing that.”
Private to Asha
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
Asha Rao · Q2 FY 2026-27 review
Goals this quarter
- Ship release 2.0 of the Client A mobile appMet100%
- Bring the reports page under 800 ms (p95)Partly met0.95 s
- Run a code-review hour for the team every fortnightMet6 of 6
Self review
Asha Rao
Chosen: Meets expectations
2.0 shipped on time. The reports page is faster but not at 800 ms; caching needs the database move first.
Signed Fri 25 Sep, 17:40 IST
Manager review
Meenal Joshi
Chosen: Above expectations
Carried the 2.0 release through a moved demo without slipping the date. Carry the 800 ms goal into Q3.
Signed Wed 30 Sep, 11:20 IST
Design preview · sample data
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.
- Goals setFri 3 Jul
- Self reviews openWed 23 Sep
- Manager reviews writtenby Tue 29 Sep
- Both signby Thu 1 Oct · to come
- Cycle closesThu 1 Oct · to come
Q2 review · FY 2026-272 of 4 signed
- Asha RaoReviewer Meenal JoshiSigned by both
- Vikram NairReviewer Meenal JoshiManager review written · waiting on Vikram
- Priya MenonReviewer Meenal JoshiSigned by both
- Rohan DasReviewer Priya MenonManager review written · waiting on Rohan
Meenal is reviewed by nobody inside the company, so her row is not in the cycle.
No. 06
Carried to
A rating never moves money on its own. People decide pay; the record shows what they read.
Goals feed the review. The review informs the 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, and the review stays attached to it.
- GoalsSet by quarter, with dated check-ins
- ReviewSelf and manager, both signed
- Salary revisionWritten in payroll, from an effective date
- PayslipShows the new figure and when it began
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.