Performance conversations that actually happen

Performance management software is a digital platform that structures and tracks goal setting, one-to-one conversations, performance reviews, feedback, skills development and succession planning. It replaces paper forms and spreadsheets with a consistent framework that works across teams, sites and roles.

Prosper is priced per employee per month and scales with organisation size. Performance management can be taken as part of the wider platform alongside engagement, communication and recognition, which is usually more economical than buying separate point solutions. See our pricing page for current figures, or book a consultation for a quote based on your workforce.

Yes. Employees sign in on their own phone using a code, with no company email address required. This is deliberate — most frontline workers have never had one, and any system that requires it will not reach the majority of the workforce.

Most organisations are live within two weeks. Performance management is usually the second or third module introduced, after communication and onboarding. If you already sync employee data from a payroll platform such as foundU, Employment Hero or Tanda, setup is faster because the employee list is populated automatically.

Continuous performance management replaces the annual review with a rhythm of monthly one-to-ones, real-time feedback and quarterly goal reviews. The formal review still happens, but becomes a summary of conversations that already took place rather than the only conversation of the year.

Yes. Prosper supports annual, quarterly, probation and fully custom review cycles. Most organisations run a periodic formal review alongside monthly one-to-ones — the review is far quicker to complete because it draws on a documented record rather than memory.

Annual reviews, quarterly reviews, probation and 90-day reviews, and custom cycles configured to your own schedule. Cycles can be triggered automatically by tenure, so probation reviews schedule themselves at 80 days without anyone tracking dates.

Yes. Self assessments and manager assessments run in the same cycle. Starting with the employee's self assessment changes the conversation from a verdict being delivered to two perspectives being compared, which is both more accurate and less defensive.

You can set individual, team and company goals, align them so people can see how their work connects upward, and track progress against each. Goals are reviewed at the start of every one-to-one rather than rediscovered at the annual review. Prosper works with SMART goals or OKRs — for most frontline workforces, three plainly written goals reviewed monthly works better than either framework applied strictly.

Meeting agendas, talking points, notes that carry forward between conversations, action items with owners and dates, automatic follow-up on outstanding actions, and calendar sync with Outlook and Google Calendar.

Notes in a one-to-one are visible to the manager and the employee in that conversation. Managers cannot see other managers' one-to-one notes. HR sees completion rates rather than conversation content unless a note is deliberately shared.

Development plans are built inside the one-to-one rather than in a separate annual process. Each plan records the skills someone wants to build, the experiences that would build them, and a first step with a date. Plans are reviewed quarterly and can connect to learning platforms including Tribal Habits.

Skills and competency assessments map what each person can do against what their role requires. The output shows where capability is concentrated, which sites are exposed if one person leaves, and where development investment would have the most effect. It also underpins succession planning.

One-to-one completion rate by manager and by site, review cycle completion, team and department performance, and executive dashboards for board reporting. One-to-one completion rate is the earliest warning signal available — a manager consistently below 70% is usually the manager whose team turnover rises two quarters later.

Yes. All reporting is segmentable by site, team, role, tenure and employment type. For multi-site operators this is usually the most valuable capability, because the variance between your strongest and weakest location is more actionable than any organisation-wide average.

Review cycle scheduling, notifications, reminder emails before and after due dates, escalation on overdue items, and workflow triggered by tenure or role change. New starters are picked up automatically from your HRIS, so nobody maintains a list.

foundU, Employment Hero, Tanda, ADP and others. Employee data syncs automatically with role, team and location attached, which is what allows review cycles and checklists to assign themselves. See our integrations page for the current list.

Yes. One-to-ones can be scheduled directly into Outlook or Google Calendar, so the conversation gets booked rather than intended, and both people receive a reminder beforehand.

Yes — it is designed for them. Conversations are short enough to fit between services, everything works on a personal phone, and cadence can be configured differently for casuals working irregular shifts than for full-time supervisors.

Configure one framework and apply it everywhere, with templates adjustable per role or location where genuinely needed. Completion is visible by site, so you can see which locations are following the framework and which are not — which is usually invisible without a system.

Prosper sends reminders before and after the due date, then escalates to their manager. More importantly, completion rate by manager is visible in reporting, so the gap becomes obvious to leadership before it shows up in turnover.

In Australian data centres, with encryption in transit and at rest, role-based access control, and support for single sign-on and multi-factor authentication. Full detail is on our security page.

Access is role-based. Managers see their own team, regional managers see their sites, and HR sees the organisation. One-to-one notes are private to the two participants unless deliberately shared.

An HRIS is a system of record built for HR and payroll teams. Prosper is a system of engagement used daily by every employee on their phone. Most organisations run both — the HRIS as the source of truth for employee data, Prosper as the daily experience layer. The practical difference shows up in adoption: HRIS performance modules are typically used by managers at review time, while Prosper is opened every shift.

Those platforms are strong and are built primarily for desk-based workforces — they assume a company email address, a laptop and a calendar with gaps in it. Prosper is built for organisations where most employees work shifts, do not have a company email address, and access everything from a personal phone. If your workforce is primarily office-based, several platforms will serve you well. If it is primarily frontline, that constraint narrows the field considerably.

Yes. Many organisations start with performance or communication and add engagement surveys, recognition and onboarding later. Starting with one or two modules and expanding as manager capability grows produces better adoption than switching everything on at once.

Australian-based support, implementation assistance, manager training resources and a dedicated contact during rollout. Ask about specifics for your organisation size during a consultation.