Performance Management
noun.
Track goals, feedback and progress continuously instead of once a year.
e.g. Don’t wait until December to talk about January.
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One system, every instrument
Manage your company’s
performance with Xobin.
Communication · Beginner · 5 in use
Answer Using the STAR Method
You are in a job interview. The interviewer asks: “Tell me about a time you had to manage a tight deadline while dealing with unexpected obstacles.” Respond using STAR Situation, Task, Action, Result. Specific and authentic, not rehearsed or generic. Aim for 90 seconds to 2 minutes.
Communication · Intermediate · 3 in use
Answer a Behavioral Interview Question
Final-round interview for a senior role you really want. “Tell me about a time you had to influence someone who had more authority than you and didn’t report to you to change their position.” Answer directly and specifically. Show the stakes, your approach, and what happened.
Communication · Intermediate · 1 in use
Deliver Feedback on a Piece of Work
A colleague’s client proposal is logical and priced right, but the executive summary buries the recommendation and uses jargon the client won’t understand. Deliver your feedback out loud, as if in a 1:1. What works, what doesn’t, what must change. Under 90 seconds.
Communication · Intermediate · 1 in use
Deliver a Short Prepared Talk
A 90-second talk at the monthly all-hands: “One thing I’ve learned in the last six months that changed how I work.” Not a formal presentation short, personal, well-structured, delivered to about 80 colleagues. Open specific, develop one clear idea, close with intention.
Communication · Beginner
Explain a Complex Idea Simply
Explain “How does compound interest work?” to someone with no financial background. Avoid jargon. Use a simple analogy or real-world example. Conversational, under 90 seconds when spoken aloud.
Communication · Advanced
Reframe and Deliver Bad News
Your team missed the beta launch over a data-integrity issue; the new date is 10 days out. Brief your VP right now directly, under 75 seconds. What happened, why delaying was the right call, and the path forward. Don’t over-apologize. Don’t bury the lead.
Skill assessments ready-made, one click to use.
Survey · Pulse Survey
Employee Wellbeing & Team Climate Pulse
Short pulse for employees reflecting on teamwork, resilience through change, psychological safety of communication, and collaboration quality.
Survey · 2 in use · Pulse Survey
Manager Effectiveness & Leadership Feedback
Structured feedback about a manager or people leader inspiring direction, trust, delegation, accountability, and an overall leadership recommendation (NPS-style).
Survey · Pulse Survey
Execution, Accountability & Strategy Pulse
How people experience follow-through, execution habits, strategic alignment, and delivery focus in day-to-day work grounded in leadership and execution attributes.
Surveys a pulse on what your people actually feel.
Feedback · 4 in use
Manager Effectiveness
Employees rate their manager on direction, feedback quality, and team support. Uses subject + manager evaluator roles only.
Feedback · 10 in use
Team 360
Balanced peer and manager perspectives on collaboration, communication, and leadership support.
Feedback
Comprehensive Feedback
Complete multi-source view: self, peers, manager, direct reports, and external partners.
360° feedback every perspective, one picture.
Why performance management works
Our instruments don’t rely on guesswork. They rely on research. Every assessment, survey and recommendation is built on years of psychometric research and validated people science.
01
Research-backed
Built on academic rigor and real-world validation.
02
Psychometrically validated
Designed using proven psychological principles and methodologies.
03
Predictive of job performance
Outcomes that correlate with on-the-job success.
For more information, visit xobin.com/research
What actually happens
Reviews.
- 1
Build the cycle from real instruments
Pick the skill assessments, surveys and 360° rounds that feed the review, and set who completes what by when.
Performance / Cycle setup H1 2026Launch cycleSkill assessment
Role-based · 42 people
instrument360° feedback
6 raters each
instrumentManager review
Rubric · 5 competencies
instrumentSelf review
Goals + evidence
instrumentCalibration
Directors · 14 Apr
milestoneCycle close
30 Apr 2026
milestone - 2
Progress is visible while it runs
You see who has submitted, who is blocking calibration and where scores are drifting, before the deadline rather than after it.
Performance / Cycle status H1 2026Nudge 3PersonSelf360°ManagerSarah Millerdone6 of 6SubmittedAndre Lewisdone5 of 6SubmittedGrace Trandone6 of 6DraftDevin Crosspending3 of 6Not startedHannah Pikedone6 of 6SubmittedLuis Ferrerdone4 of 6Draft - 3
One profile behind every rating
Each person's page shows goals, assessment scores, feedback themes and trajectory together, so promotion and pay decisions have evidence attached.
Performance / Profile Sarah MillerH1 2026 rating
Exceeds
Goal attainment92%Skill assessment88360° average4.2/5Manager rubric4.5/5Ready for senior scope. Development area: delegating analysis work earlier in the quarter.
What you get out of it
Reviews that run on evidence instead of memory.
- ~50%less review admin
Cycles, reminders and sign-offs run automatically across every manager.
- One profileper employee
Skills, feedback, goals and survey signals sit on the same record at review time.
- Highercompletion rates
Short structured forms mean managers actually finish the cycle on time.
Seamless integrations.Enterprise-grade security.
Xobin fits right into your ecosystem and protects what matters most: your data, your candidates, and your trust.
Works with the tools
you love
Pre-built integrations to streamline your hiring workflows.
View all integrations
Greenhouse
Workable
SmartRecruiters
BambooHR
Lever
Ashby
Slack
Google Meet
Google Calendar
Zoho Recruit
ZapierReviewed by the teams
who hire every day.
Real reviews from talent and L&D leaders running Xobin in production.
“As we wrapped up growth this year, we needed a skills assessment tool. Xobin amazed us with its features, especially the depth of the question library and how fast we could get a role live.”
“We were on a tight deadline and had to have an employee testing tool that I could implement quickly. Xobin delivered. It's a good platform with proctoring and support at an excellent cost/benefit ratio.”
“We use Xobin to assess our training effectiveness, and it works like a charm. Creating structured tests for different IT skill levels is easy, and the detailed analytics help us tweak our programs.”
“Xobin made our technical candidate screening fast and hassle-free. We shortlisted candidates who scored above 60%, which streamlined our interview process.”
“Xobin is the best screening platform we've used. Its AI-powered evaluation makes candidate screening faster and more accurate, and the support team is always responsive.”
“We have a wide range of processes across both tech and customer-facing roles, making training programs a significant investment for us. Xobin helps us ensure their effectiveness.”
“Xobin covers almost every technology and role we need for internal evaluations. The platform's security features ensure reliable, cheat-proof assessments, giving us confidence in the results.”
Before you ask.
Annual, half-yearly, quarterly and continuous check-ins, with goals, self-review, manager review and calibration in the same cycle.
Managers rate first, then a calibration view compares distributions across teams so one lenient manager doesn't distort the outcome.
Yes. Scale, labels, weighting and the competency framework are all configurable, including a no-rating narrative model.
Yes. Employee, manager and department data syncs from Workday, BambooHR, SAP SuccessFactors, HiBob or a CSV feed, so hierarchy and access stay current without manual upkeep.
Data stays inside your account and is never used to train models outside it. Xobin is SOC 2 Type II and ISO 27001 certified, with GDPR-aligned data processing and configurable retention.
Most teams are live in one to two weeks for a first cycle. The variable is usually your existing tooling and approvals, not the product itself.
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