When your team is in one office, informal performance management is possible — managers notice who is doing well, conversations happen naturally, and feedback flows. When your team is distributed across eight countries, none of that works. Without a structured system, performance becomes inconsistent, reviews become cursory, and your best people leave because they feel their contributions aren't being recognised. Zyltex gives your managers the structure to manage performance well, regardless of where the employee sits.
Zyltex connects individual goals to team and company objectives, so every employee understands how their work connects to the bigger picture. Goals are set collaboratively between managers and employees, tracked throughout the cycle, and reviewed at check-ins and formal review points.
Zyltex connects individual goals to team and company objectives, so every employee understands how their work connects t...
Zyltex supports the full range of performance review formats — manager reviews, self-assessments, peer feedback and 360° reviews — with configurable templates, automated scheduling, and clear rating frameworks that make reviews consistent and defensible across your entire organisation.
Zyltex supports the full range of performance review formats — manager reviews, self-assessments, peer feedback and 36...
Zyltex gives HR and leadership a clear view of performance distribution across the organisation — by country, team, manager and level. Identify your highest performers for development and retention, and spot underperformance early before it becomes a larger issue.
Zyltex gives HR and leadership a clear view of performance distribution across the organisation — by country, team, ma...
Configure your review schedule (annual, bi-annual, or quarterly), choose your rating framework, and customise the review template for each employee level.
Managers and employees set goals collaboratively at the start of the cycle. Progress is tracked throughout, with optional mid-cycle check-ins to keep conversations happening.
When the review window opens, all employees complete self-assessments and managers complete their reviews. Zyltex tracks completion rates and sends reminders automatically.
HR and leadership access performance analytics to calibrate ratings, identify top performers, and plan development actions. Results are shared with employees through the platform.
Companies where the natural informal performance feedback of a co-located team doesn't exist and structure is needed.
Organisations that have outgrown informal reviews and need a consistent, fair process that works at scale.
People teams who want performance management to be a positive, development-focused experience rather than an annual compliance exercise.
Organisations scaling headcount quickly who need clear performance standards established before the team doubles in size.
We had 140 people across nine countries and our performance reviews were a mess — every manager did it differently and nobody trusted the outcomes. Zyltex gave us one consistent process. Our first full cycle had 97% completion and the feedback from employees was overwhelmingly positive.
Most Zyltex clients run formal reviews twice a year, with lighter quarterly check-ins in between. Annual reviews are also supported, though research consistently shows more frequent cycles improve both performance outcomes and employee engagement.
Yes. Zyltex supports multiple review templates, so you can have different formats for engineers, salespeople, and operations teams — with appropriate competencies and metrics for each.
Yes. The platform includes a PIP workflow that allows managers and HR to create documented improvement plans, set clear milestones, and track progress — with a complete audit trail for HR and legal purposes.
For Zyltex HRIS users, performance data is integrated directly into the employee record. Review outcomes, goal history and development plans are all visible in the employee's profile and inform decisions on compensation and progression.
Peer and upward feedback can be configured as anonymous or attributed, depending on your cultural preference. Self-assessment and manager review are always attributed.
One system of record for every employee, in every country.
Benefits that attract and retain talent — in every country you hire.
Find and place exceptional talent — in any market, in any role.
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