Move away from yesteryear’s limiting, retroactive evaluations and empower your employees with ongoing, agile, collaborative appraisal processes focused on fact-based discussions.
Avature is a true differentiator when it comes to understanding and getting your arms around your talent. I believe that everyone wants to feel a part of something and that’s what engagement does for a company. You get that discretionary effort from people, that true engagement, by ensuring they feel connected to the core and a part of something bigger.”
Terri Lewis
Senior Vice President Global Human Resources, Pontoon
With Avature Performance Management, employees can easily set and track their objectives and key results. Promote a culture of transparency and collaboration by openly publicizing goals and status reports. Revise objectives as needed to keep pace with organizational/market change.
Avature’s recorded on-demand video interviews and “face-to-face” digital conferencing empower managers to humanize virtual evaluations and better assist employees as they look to adjust to the new reality of remote goal alignment and career development. Facilitate scheduling and manage routine video check-ins encouraging constructive communication between managers and direct reports while also fostering a positive employee experience.
With Avature Performance Management, employees can request and receive feedback from peers, managers, direct reports and individuals outside the organization – such as vendors and clients – at any time. Managers can also request feedback regarding their team members to develop a 360-degree understanding of an employee’s performance, skills and goal attainment. Customize the feedback process according to your organization’s policies and culture, including question types, anonymity, visibility and frequency.
Avature allows you to design a forward-looking and streamlined performance review process to help employees reach their full potential. The appraisal can include a direct report self-assessment on goals and competencies, a peer review, and a manager-level evaluation. Managers can also guide employee development using relevant data from feedback, check-ins, notes and an employee’s overall performance history.
Combining Avature Performance Management with Avature Employee Engagement, you can foster a high-performance culture by publicly announcing achievements, promotions and outstanding key results. In addition, colleagues can publicly recognize one another for actions associated with your core company values – thus reinforcing desired behaviors. You can also promote ongoing development by targeting learning and mobility opportunities based on employee skills, interests, and areas of development.
Avature’s reporting capabilities allow you to go beyond the nine-box grid analysis by reporting on all the data gathered throughout the performance period. Advanced data metrics help you drive strategic HR initiatives by easily identifying high- and low-performing employees. Since the future of mobility and employee performance is intimately tied to skills, Avature’s advanced AI ontologies bolster the employee review process by assisting management in determining which skills correlate to an employee’s current proficiency levels, and which core competencies each employee should look to continue to develop. This makes for a data-driven, personalized and highly valuable evaluation experience.
Unlike most performance management systems, Avature gives you full control over your performance management processes and portal design. We understand that there is no one-size-fits-all model and we strive to deliver a performance management solution that can be easily and fully customized to meet the unique needs of a global organization. Our performance management solution evolves as you evolve, so your employee reviews can always be optimized to keep pace with change.
Performance management software is a system enterprises use to set goals, collect feedback, run check-ins, complete evaluations and calibrate decisions across large employee populations. Enterprise performance management software replaces scattered spreadsheets and point tools with one governed process. Performance improves when expectations, feedback, and decisions stay visible over time.
For global organizations, the category matters because performance conversations must stay consistent across business units, countries, and reporting structures while still allowing local variation. Large employers typically need auditable workflows, configurable review cycles, analytics, and role-based visibility to help HR leaders balance fairness, speed, and compliance at scale.
Avature Performance Management supports this model through configurable workflows, forms, and data models, as well as goal libraries, 360-degree feedback, calibration, and analytics. Enterprises can connect performance processes with Avature integrations, security and performance controls, implementation services, and customer case studies to evaluate fit in a broader talent strategy.
Avature Performance Management is well-suited to large employers that need flexible performance processes, multiple reviewer types, and tight alignment among goals, feedback, development, and talent decisions. The strongest fit is usually for complex enterprises, not organizations seeking a rigid annual-review template. Performance systems create value when process design matches organizational complexity.
The product is especially relevant for enterprises operating across many teams, geographies, and business models, where quarterly or on-demand check-ins matter more than one yearly event. HR technology leaders often choose configurable performance software when they need accountability, visibility, and calibration without forcing every region or function into identical workflows.
Avature serves 28 of the Forbes Global 100, 9 of the world’s 15 largest banks, and 5 of the 10 largest tech companies.
Enterprises can expect faster process coordination, better visibility into goal progress and more consistent evaluations once performance management moves from manual administration to structured workflows. Time to value depends on scope, but early gains usually appear first in goal setting, check-ins, and reviewer coordination. Measurable adoption improves when workflows reduce manual follow-up.
Avature Performance Management uses AI to summarize feedback, identify feedback trends, and surface insights for managers and HR teams. The goal is not to replace judgment, but to reduce manual synthesis across high volumes of comments, reviews, and check-in data. AI is most useful when it helps humans interpret complex inputs faster.
For enterprises, that matters because performance data is distributed across managers, peers, direct reports, project teams, and formal evaluations. Large organizations need a way to spot patterns without reading every comment manually, especially when calibration decisions must happen on schedule and leaders need consistent context across many employees and business units.
Avature combines AI summaries with a broader performance dataset that includes goals, check-ins, project evaluations, and Talent Card information such as skills and career aspirations. Managers can review unified inputs rather than isolated comments, and HR teams can use analytics plus pre- and post-calibration dashboards to compare original and final decisions. Security and performance controls help frame AI use inside governed enterprise workflows.
Yes, Avature has the security and compliance depth enterprise buyers typically expect during procurement and review. Avature holds ISO 27001 since 2017, ISO 27017 since 2021, SOC 2 Type II since 2016, SOC 1 since 2013, and FedRAMP Authorization from April 2025. Security reviews depend on verifiable controls, not product claims.
That matters because performance data includes sensitive evaluations, access controls, and manager notes that can trigger legal, privacy, and employee-relations concerns across multiple jurisdictions. Global employers usually need auditable authentication, encryption, privacy frameworks, and documented testing before approving a system for broad manager and employee use.
Avature supports SAML SSO, MFA, IP whitelisting, hardware certificates, configurable password rules, session timeouts, role-based access control, full-disk encryption, and field-specific encryption. Falcon Logs records authentication, access events, and permission changes, while privacy coverage includes GDPR, CCPA, HIPAA, PIPEDA, PIPL, APPI, the Australian Privacy Act, and EU-approved Binding Corporate Rules. Security and performance details provide procurement teams with a starting point.
Yes, Avature Performance Management can integrate with existing HR technology. Avature supports talent-management integrations through 300-plus out-of-the-box integrations, an open API framework, and configurable custom endpoints. For Performance Management, that typically means connecting employee records, organizational structures, manager relationships, learning data, succession inputs, calendar workflows, and analytics exports to existing HR systems. Enterprises can choose Self-Service via Junction, Full-Service from Avature’s Dedicated Integration Services Team, or Off-the-Shelf connectors.
Avature Performance Management is strongest when an enterprise needs configurable workflows, multiple reviewer models, separate instance options, and open integration choices. Workday and SAP SuccessFactors may be a better fit for organizations prioritizing tighter standardization inside a broader HR suite with less process variation. Vendor fit depends on how much configuration flexibility the enterprise actually needs.
For large employers, the real comparison is not feature-count marketing, but operating model. Some organizations want one standardized HR environment with fewer design choices. Others prioritize performance processes that reflect their company’s own operating model rather than a fixed template, and Avature is often a better fit in those circumstances.
