Goals & Appraisals

Appraisals rarely fail on goodwill. They fail on preparation: inconsistent forms, no link to the last conversation, targets nobody remembers three months on. conlud puts the process onto the organisational structure.

You build templates per hierarchy level, position or department — a shift lead is assessed against different criteria than a developer. In the editor you define the questions: free text, single or multiple choice, yes/no, with justification optional or required. A preview shows how the form will look to managers and employees as you build it.

Criteria can be weighted, as percentages or factors, and mapped onto rating scales. A review can run as a manager assessment alone or be extended with self-assessment and feedback from the wider team. Start and end of the response window are controlled by deadlines.

For target agreements there are several goal types — progress, metric-based, numerical, qualitative and status goals. Goals can be flagged as compensation-relevant. Categories bundle them, for instance individual performance, team goals, financial and market goals or sustainability goals, each with its own weighting.

Results don’t stay in the form: from a review you can attach a training measure or a development plan, and ratings can be carried into the skills matrix.