Set a clear outcome
Write a useful goal with an owner, timeframe, expected result and the measures that matter—without turning every role into a spreadsheet.
HAJIRI PERFORMANCE · NEPAL
Make expectations, progress and feedback easier to talk about.
Hajiri gives employees, managers and HR one practical place for goals, regular check-ins, feedback and review cycles—so performance conversations are based on the work, not memory or a once-a-year form.
Hajiri performanceQ3 check-inAKEMPLOYEEAarya K.Product designer72% on track
NEXT CHECK-INThursday, 3:00 PMManager · Aarya · 1:1 agenda ready
ONE CLEAR PERFORMANCE RECORDGoals1:1 check-insFeedbackReviewsDevelopment plans
PERFORMANCE MANAGEMENT WITHOUT THE ANXIETY
Performance should be a regular conversation, not a surprise at the end of the year.
Start with role expectations and a small number of useful goals. Managers can record check-ins, recognise strong work, address blockers early and prepare reviews with evidence that employees can understand.
GOALS THAT PEOPLE CAN ACT ON
Connect company priorities to work an individual can actually own.
Keep progress visible
Employees update progress and blockers before a check-in. Managers can see what needs attention without guessing from attendance alone.
Link the work
Connect relevant projects, tasks, customer outcomes or development work so a goal has evidence behind it.
Adjust with context
Change a goal when priorities change, while keeping an understandable record of the decision and the employee’s contribution.
1:1 CHECK-IN · THIS WEEK
Aarya & Nisha
ONE-TO-ONES WITH A PURPOSE
Make manager check-ins useful before, during and after the meeting.
Use a shared agenda to record progress, blockers, feedback, support requests and agreed next steps. The employee and manager both leave with the same understanding of what happens next.
- Recurring or ad-hoc check-ins
- Shared agenda and private manager notes
- Goals and development actions in context
- Follow-up ownership and due dates
FEEDBACK AND RECOGNITION
Capture useful feedback close to the moment.
Feedback becomes more valuable when it is specific, timely and connected to the work. Hajiri makes it easier to recognise a contribution, give constructive feedback, request peer input and keep the right context for a later review.
“You made the pilot feedback easy for everyone to understand.”
Public or private recognition with a clear link to the behaviour or outcome.
From Nisha · Product teamAsk the people who worked together.
Choose relevant peers or stakeholders and ask focused questions, instead of collecting generic ratings from everyone.
Request feedback →Turn feedback into a next step.
Record a skill, support action, learning goal or follow-up that helps the person grow in their role.
Add development action →REVIEW CYCLES THAT STAY FAIR
Run a review cycle with enough structure, not unnecessary ceremony.
HR can set the questions, eligible population, deadlines and reviewer flow. Employees complete a self-review, managers add evidence and HR can monitor completion before decisions are finalised.
Set up your performance cycle →- 01Open the cycleConfirm participants, period and questions.
- 02Collect reflectionsEmployees and managers prepare evidence.
- 03Review togetherDiscuss outcomes, support and next goals.
- 04Calibrate carefullyHR checks consistency before recording results.
A RESPONSIBLE PEOPLE PROCESS
Use performance information to support people, not reduce them to a score.
Performance records can affect real careers and pay. Keep criteria understandable, give employees a chance to respond, limit access to authorised roles and require human judgement for decisions. Your organisation remains responsible for its employment policies and applicable requirements in Nepal.
PERFORMANCE QUESTIONS
Before you start a cycle.
Can Hajiri manage goals and KPIs?+
Yes. Managers and employees can create role and company-aligned goals, set dates and measures, update progress and record changes with context.
Can employees give and request feedback?+
Yes. Feedback and recognition can be requested from relevant peers or stakeholders and kept connected to the work or development action it relates to.
Can HR run formal review cycles?+
Yes. HR can define review questions, participants, deadlines and the reviewer flow, then monitor progress and completion.
Does a performance score make an employment decision automatically?+
No. Scores and feedback are inputs for authorised human review. Your organisation should use clear policy and appropriate judgement for employment decisions.
START WITH THE NEXT CHECK-IN
Give managers and employees a clearer conversation.
Create a Hajiri workspace and invite up to 10 people free.
Start using Hajiri free →