No more chasing forms or arguing over scores. Meridian tracks goals all year, evens out ratings with a reason for every change, and gives people a fair way to appeal.
Draft saved at 14:32. Pick it up again any time.
Checked in 3 Jun: “Two of the three setup steps now run on their own.”
Checked in 27 May: “New flow ships in July, so the lift lands next half.”
Last check-in 6 May. Check-ins are due every two weeks.
Goals set in January are forgotten by June. In Meridian, owners check in on a schedule you set, missed check-ins are flagged, and every goal ladders up to team and company goals.
Without updates, reviews rely on memory. Owners check in with a status and a note as often as you choose, and anything overdue is flagged as stale.
| Key result | Owner | Status | Last check-in |
|---|---|---|---|
| Cut account setup to under two days“Two of the three setup steps now run on their own.” | Grace Wambui | On track | 3 Jun |
| Automate trial account creation“Waiting on the billing team’s sign-off.” | Brian Kiprop | At risk | 2 Jun |
| Publish the design system guideNo check-in for four weeks | Grace Wambui | Stale | 6 May |
| First-contact playbook in use by all agents“Live with two of three squads.” | Mercy Achieng | On track | 4 Jun |
Keep the method you already use: OKR, MBO, KPI, 360, competencies, balanced scorecard or your own, with your rating scale. Each cycle keeps its setup, so mid-cycle changes never move reviews in progress.
Stop chasing forms. Every cycle runs in six steps, each showing who still needs to act, and nobody sees a result until HR releases it. Choose a step to see more.
Managers score with the self-assessment beside them and the person's objectives and key-result progress on screen. Drafts save, so a review can be finished later.
| Report | Review | Score | Objectives |
|---|---|---|---|
| Grace Wambui | Draft | 3.7 | 48% |
| Brian Kiprop | Submitted | 3.9 | 61% |
| Esther Mwangi | Not started | None | 35% |
One manager's 3 is another's 4. HR evens out final scores across the cycle, every change needs a reason, and each adjusted score shows where it started.
ReasonTwo of his three key results closed below half of target. Brought in line with others rated Meets in the sales team.
Placed on calibrated scores. Peter's box reflects his score after adjustment.
Disputes shouldn't be settled in corridors. Employees appeal with a reason and evidence, and HR decides from one queue, on the record. You also set who sees what.
After release, an employee can appeal with a reason and evidence. HR upholds, overturns or rescores, and the decision is kept with the review.
Waiting for an HR decision.
Employees nominate the peers who know their work. HR approves each nomination, and the review is assigned to the peer automatically.
Set, for each part of a review, whether employees, managers and HR can see it. Choose a cell to change the rule.
| Part of the review | Employee | Manager | HR |
|---|---|---|---|
| Self-assessment | |||
| Manager comments | |||
| Final score | |||
| Calibration adjustments |
Don't find out nobody's ready when someone resigns. Plan successors for each key position and see their readiness, potential and performance side by side.
About review models, release, calibration and appeals.
Set it up with our implementation team.
No. Start from a template for OKR, MBO, KPI, 360, competency or balanced scorecard, or build your own. Use your own rating scales, and choose how scores combine: weighted average, simple average, highest or lowest.
Results reach employees when you release them. Your visibility rules decide what employees, managers and HR can see of each review.
HR adjusts final scores across the cycle. Each adjustment needs a reason and is kept, from the original score to the calibrated one, and calibrated scores show where they started.
You can compare the spread with a target distribution you set, and place people on a 9-box of performance and potential.
Yes. Once a result is released, an employee can appeal it with a reason and evidence. HR works through appeals in one queue and upholds, overturns or rescores each one. The decision is kept with the review.
No. Meridian doesn't change pay from reviews. You can mark a cycle as linked to compensation. If that cycle uses OKRs, Meridian tells you about the trade-off and leaves the decision with you.
Bring the templates and rating scales you use today. Start on your own, or plan your first cycle with our implementation team.