Performance management software built for Canadian teams

Run reviews, goals, and recognition in the same platform as your HR and payroll. Configurable cycles, real visibility for leadership, and every record hosted in Canada.

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✓ 3 managers reminded about pending reviews

One connected platform

Reviews, goals, and recognition share one employee record with HR and payroll, so your performance management system connects to everything else.

Configurable by design

Review types, cycles, phases, and rating scales are yours to shape, from a one-off 90-day check-in to a multi-phase annual review.

Canadian and secure

SOC 2 certified, data hosted in Canada, and 40+ years of Canadian HCM experience. Trusted by 300+ Canadian businesses.

Trusted by HR teams across Canada

Avanti review cycle overview showing completion rate, rating distribution and participant review statuses

PERFORMANCE REVIEWS & CALIBRATION

Run reviews your way, then calibrate before anything is shared

No two managers rate the same way, and most performance review software just collects the scores. Avanti lets you build the cycle around your process, then calibrate as a team and stand behind every rating.

Quarterly, annual, continuous, or a one-off 90-day review, with phases and weighting you set

A calibration matrix that shows where managers rate high or low, before ratings are final

An admin dashboard with every cycle's status, so leadership gets an answer, not a spreadsheet

GOALS, CHECK-INS & FEEDBACK

Goals that stay alive between reviews

Set goals at the company, team, and individual level, then keep them in front of managers and employees with check-ins on whatever cadence fits. Annual reviews work better when they aren't the only conversation of the year.

Company OKRs that employees link their own goals to, so alignment is visible, not assumed

Recurring check-ins on any cadence, so the review reflects the whole year, not last month

Manager-only notes, visible to admins, so sensitive context stays between the right people

Avanti company goals with key results, progress rings and check-ins, showing how company, team and individual goals ladder up

EMPLOYEE RECOGNITION

Make great work visible

Give recognition a home your whole team actually sees. Shoutouts land on the Avanti home screen instead of getting buried in one team's chat, and they're still there when it's time to talk about performance.

A company-wide shoutouts feed, open to everyone, so quiet contributors get noticed too

Every shoutout tagged to a company value, so you see which values people live

Recognition from the review period pulls in automatically, so a March win counts in December

Your managers, backed by AI

The context for every performance conversation, on demand

Before a review or a one-on-one, ask for an employee's goals, recent recognition, and past check-ins. Ava, Avanti's AI assistant, pulls the answer from your own data, inside the platform, with guardrails. No digging through old documents. No pasting employee information into public AI tools.

AI-powered performance features

Ask about any past check-in and get an instant answer with the context attached

Get a recap of an employee's goals, recognition, and review history before every one-on-one

Ask where anything lives in Avanti and get taken straight there

Your data stays your data: Ava works only on information already inside Avanti

Features that make every review cycle a whole lot easier

Reviews, goals, recognition, and calibration in one place, so feedback stays consistent and leadership gets real visibility.

Review types and cycles

Run quarterly, annual, continuous, or one-off 90-day reviews, built around your process.

Questions and rating scales

Choose multiple choice, yes/no, short and long text, or your own rating scales.

Weighted review phases

Decide how much weight the self-review, manager review, and calibration phases each carry.

Sharing and release controls

Control who sees what, and nothing is released until you say it is.

Calibration matrix

Line the whole team up side by side and compare ratings before anything is shared.

Distribution guidance, never forced

See expected distribution ranges as guidance for the discussion, never a forced curve.

Admin dashboard

See cycle summaries, team goal progress, and pending reviews at a glance.

Company OKRs with key results

Set company-level objectives so everyone can see how their work supports the bigger picture.

Team and individual goals

Tracked in the same place your reviews already live.

Goal linking

Employees link personal goals to company OKRs, so alignment is visible instead of assumed.

Goal check-ins

Capture status, percent progress, and notes, so every goal has a record, not a memory.

Check-ins on any cadence

From weekly one-on-ones to annual reviews, on whatever schedule fits your team.

Peer and 360-degree feedback

Gather input from colleagues, so reviews reflect more than one perspective.

Manager-only notes

Private notes with admin visibility, so context stays between the right people.

Company-wide shoutouts feed

Shoutouts land on the Avanti homepage feed, so recognition is visible to everyone by default.

Value tagging

Tag every shoutout to a colour-coded company value and see which values show up most.

Recognition pulled into reviews

Recognition received during a review period pulls into that cycle automatically.

Send from Microsoft Teams

Recognize a colleague without switching tools.

Frequently Asked Questions

We know you’re busy. Here are quick answers to the questions we hear most often.

What is performance management software?

Performance management software helps HR teams run employee reviews, track goals, and recognize great work in one system, replacing spreadsheets with structured review cycles and a lasting record of performance. Avanti's performance module is built in Canada, lives inside the same platform as your HR and payroll, and Avanti hosts client data in Canada with the platform SOC 2 certified.

What is performance management?

Performance management is the ongoing process of setting goals, giving feedback, reviewing performance, and recognizing good work so employees keep improving and stay aligned with company priorities. Done well, it's continuous: regular check-ins and clear goals throughout the year, not a single annual review that arrives too late to change anything.

How do you conduct a performance review?

Start by setting clear criteria and sharing them in advance. Have the employee complete a self-review, then the manager completes their assessment, scored consistently across the team. Meet to discuss strengths, gaps, and goals. Document the outcome, agree on next steps, and follow up in regular check-ins rather than waiting a full year.

What should a performance review include?

A strong performance review includes progress against goals, specific examples of strengths and areas to improve, a self-assessment from the employee, the manager's evaluation, and any recognition received during the period. It should end with agreed goals and development steps for the next cycle, documented where both people can find them.

Are performance reviews required by law in Canada?

No. Performance reviews aren't required by Canadian federal or provincial employment law. They matter legally anyway: documented reviews support fair pay and promotion decisions, and they're often key evidence if a termination is challenged. Treat reviews as a best practice with real legal upside, not a compliance obligation.

What is the difference between performance management and performance reviews?

A performance review is a single event: a structured evaluation at a point in time. Performance management is the whole system around it: goal setting, check-ins, feedback, recognition, and calibration throughout the year. Reviews are one input. Performance management is how those inputs add up to better decisions about people.

Does performance management software work for small teams?

Yes. Small teams often benefit most, because employee performance management software replaces the spreadsheets and scattered documents that bury an HR team of one. Avanti supports Canadian organizations from 20 to 2,000 employees, so a lightweight quarterly check-in process works just as well as a multi-phase annual cycle.

How does AI help with performance management?

AI removes the digging. Ask about any past check-in and get an instant answer with the context attached, or pull an employee's goals, recognition, and review history before a one-on-one. In Avanti, that assistant is Ava. It works on your own data, inside the platform, with guardrails.

What does performance management software cost?

Most performance management platforms, Avanti included, charge per employee per month. Avanti's pricing has no hidden fees, and performance is available as its own module alongside HR and payroll in the same platform. Talk to sales for a quote based on your headcount and modules.

Run your next review cycle without the spreadsheets

See reviews, goals, and recognition working together in one Canadian-built platform.

Book a Demo Talk to Sales