Connect reviews to renumeration

Most organisations manage performance reviews manually or in seperate systems, and remuneration planning is done seperately. This creates data silos, forces constant manual disemination and consolidation that takes 2-3 weeks per cycle, and prevents transparent budget modeling. The lack of integrated data makes it difficult to ensure pay decisions fairly reflect performance outcomes.

Performance data transparency means all relevant stakeholders such as HR, managers and Finance can access consistent, real-time performance information from a single source. This eliminates data silos, ensures pay decisions align with actual performance outcomes, and gives organisations confidence in their remuneration planning.

One of the biggest challenges HR managers face is ensuring calibration consistency when managers rate in isolation. Without visibility across divisions, unconscious bias and inconsistent rating standards can result in pay inequity and employee dissatisfaction.

Best practices for fair calibration include:

1. Real-time comparison views: Use dashboards that filter performance ratings by role, level, team, and division so you can compare how different managers are rating similar roles before salary decisions are made
2. Calibration meetings with live data: Run calibration sessions where leaders from each division review ratings together using real-time data, not stale spreadsheets.
3. Separate performance from salary timing: Complete and calibrate performance ratings first, then reveal salary data for remuneration decisions. This prevents salary information from influencing performance assessments.
4. Standardised rating templates: Use consistent competency frameworks and rating scales across all managers to reduce subjective interpretation.