Performance Management
Most performance tools sit apart from the goals people are actually judged on. Spark.work keeps reviews, feedback and development in the same platform as your OKRs, KPIs and initiatives, so a performance conversation can reference the real work.
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Configure the review cycles your organization runs instead of adopting a fixed template, and keep the full evaluation history on the employee record.
Because strategy and people management share one platform, a review can point at the OKRs and KPIs the person owns rather than a separate copy of them.
Define what good looks like at each level, then use the same definitions in reviews and in career conversations.
An annual review is a poor sole record of a year. Keep the ongoing conversation in the same place as the formal one.
Give managers the picture of their own team, and HR the organization-wide view, from the same underlying data.
Spark.work AI assists the people doing the work - drafting, summarizing and surfacing context. A person still decides and approves.
Performance management in Spark.work is a cycle rather than an annual form. Expectations are set as goals linked to team and company objectives and as competencies defined per role. One-on-ones, continuous feedback and recognition build the record through the year. Review cycles run per appraisal group with manager, self, 360 and executive evaluations, and development plans, career paths and learning follow from the review inside the same system, so the next cycle starts from evidence rather than memory.
Built for mid-size organizations that want performance, people data and strategy in one system rather than three: HR teams that run several review cycles a year, managers who need their team's goals, requests and reviews in one view, and leadership that wants to see whether the people plan and the strategy are moving together. Spark.work is used by telecom, software and professional services companies, including Ucom, EasyDMARC and Volo.
Performance Management
Each capability below is part of the same platform as your strategy, OKRs and HR data.
FAQ
A standalone tool holds the review but not the goals. In Spark.work the OKRs, KPIs and initiatives a person owns live in the same platform as their reviews, so an evaluation can reference the actual objectives instead of a re-typed summary of them.
Yes. The evaluation system is configurable - you define the cycles, the criteria and the participants rather than adopting a fixed template.
Performance builds on the employee record, organizational structure and reporting lines that the HRMS provides. Pricing is modular, so you pay for the base layer plus the modules you use - see the pricing page for current rates.
It assists rather than decides: drafting and summarizing text, and surfacing context such as feedback and survey themes. Spark.work AI is human-in-the-loop, so a person reviews and approves the output.
Software that runs the performance cycle: goals, check-ins, feedback, reviews and development plans, with the history kept on the employee record. The distinguishing question is whether it connects to the goals the company is actually pursuing. In Spark.work it does, because OKRs, KPIs and reviews share one platform.
Yes. Review templates are assigned per appraisal group, and a cycle can combine self, manager, peer (360) and executive evaluations, with every result kept on the same employee record.
The 9-box places each person by performance and potential using review outcomes, so talent and succession discussions start from the same evidence as the appraisal rather than from a separate spreadsheet.
Yes. Feedback, recognition, one-on-one notes and goal visibility are available in the Spark.work mobile app for iOS and Android, so managers and employees participate closer to the moment rather than only at cycle end.
