- Platform
- Reviews and goals
The conversation is yours. Simployer does the prep.
Simployer prepares performance reviews and 1:1 check-ins, briefs managers on what was said last time, and keeps every goal’s progress visible.
 Leo Sandvik | 1:1 Check-in | In progress |
 Karoline Novak | Growth & development planning | In progress |
 Aksel Berg | Growth & development planning | Completed |
 Maja Lund | Growth & development planning | Not started |
Leo Sandvik | In progress |
Karoline Novak | In progress |
Aksel Berg | Completed |
Maja Lund | Not started |
See it live
Now see it with your own processes.
30 minutes in the product with someone who knows Nordic HR.
Suggested times
Book a demoLeo’s check-in is coming up.
12,000 companies and 1.2 million people run their HR on Simployer.
- ISO/IEC 27001:2022 certification in progress
- ISAE 3402 audited by PwC
- GDPR data kept in the EU
Who it’s for. Before the review, not the night before.
- Company template4 pointsSet
- Who’s in itEveryoneSet
- Round opens3 NovScheduled
What's going well
1 Sep 2026
The pipeline cutover went through on the Friday with nothing to roll back, and the two dashboards it feeds have agreed on every figure since. I wrote the runbook while it was fresh, so the next person does not have to ask me.
1 Sep 2026
Agreed, and the runbook is the part I would call out. Three people have used it without a question in my direction, which is the first time that has been true of anything on the data side.
What's going well
1 Sep 2026
The pipeline cutover went through on the Friday with nothing to roll back, and the two dashboards it feeds have agreed on every figure since. I wrote the runbook while it was fresh, so the next person does not have to ask me.
1 Sep 2026
Agreed, and the runbook is the part I would call out. Three people have used it without a question in my direction, which is the first time that has been true of anything on the data side.
- How has the last half-year been?Done
- What do you want to learn next?Done
- How does your workload feel?To answer
| Goals | Lead | Status | Progress |
|---|---|---|---|
| Ship the new employee record | Sigrid | In progress | |
| Close 5M SEK in new recurring revenue |  Ylva | In progress | |
| Bring voluntary turnover under 8% |  Kim | Road block | |
| Every new colleague lands inside 100 days | Kim | In progress | |
| Publish the handbook in Norwegian |  Aoife | Paused |
| Goals | Status | Progress |
|---|---|---|
| Ship the new employee record | In progress | |
| Close 5M SEK in new recurring revenue | In progress | |
| Bring voluntary turnover under 8% | Road block | |
| Every new colleague lands inside 100 days | In progress | |
| Publish the handbook in Norwegian | Paused |
What it does
Everything around the conversation, done.
01
Review rounds
Set the round up once. Managers are guided in, and each point goes only to the person who answers it.
- One round, every team
- Employee, manager or both
- Company and team templates
- How has the last half-year been?Both
- What do you want to learn next?Employee
- How does your workload feel?Smiley scaleEmployee
- What support does the employee need?Manager
02
Sia’s briefing
Sia, your AI HR employee, sums up your past reviews with Leo in one click. Try a question.
- Drafts for you to check
- You decide what’s submitted
Three things. Sigrid shares the on-call rota with the platform group, Leo writes the runbook for the cutover, and the analytics and platform objectives get split in Goals.
From the check-in of 12 AugSplitting the analytics objective from the platform work. He raised it on 12 August, and again at the check-in on 1 September.
From the check-ins of 12 Aug and 1 SepTwo. The on-call rota is still to be shared with the platform group, and the objectives are still to be split in Goals. The runbook is done.
From the check-in of 1 Sep03
Review history
Every review stays on the people record, and a new manager can pick up the history, if you allow it.
- Past answers on every point
- On the people record
- You set who can open closed reviews
- 1 Sep 2026The pipeline cutover went through with nothing to roll back.
- 12 Aug 2026Getting the cutover plan agreed with the platform group.
- 17 Mar 2026Taking over the weekly data quality review.
On Leo Sandvik’s people record
04
1:1 check-ins
One shared page per manager and employee, with dated notes you both can read.
- Notes build up week by week
- Tidied by Sia
- Same page for both
Support needed
1 Sep 2026
A decision on what comes off the backlog. I can carry the on call or the reporting, and at the moment I am being measured on both and delivering one.
1 Sep 2026
Then bring me the two you would drop and I will take them off the objective rather than leave them hanging there unowned.
Support needed
1 Sep 2026
A decision on what comes off the backlog. I can carry the on call or the reporting, and at the moment I am being measured on both and delivering one.
1 Sep 2026
Then bring me the two you would drop and I will take them off the objective rather than leave them hanging there unowned.
05
Goals
Company, team and personal goals, linked. Progress moves as subgoals are completed, and a goal marked as roadblocked is there for everyone to see.
- Rolls up from subgoals
- Roadblock and paused
- Public or private
Progress
In progress- Started at
- SEK 0
- Now
- SEK 1,750,000
- Target
- SEK 5,000,000
- Of the way
- 35%
Last updated 29 Aug 2026 by Ylva Dahlberg · One deal slipped to October.
Progress
In progress- Started at
- SEK 0
- Now
- SEK 1,750,000
- Target
- SEK 5,000,000
- Of the way
- 35%
Last updated 29 Aug 2026 by Ylva Dahlberg · One deal slipped to October.
Simployer HR experts
Decisions you can stand behind.
When a review turns into a performance case, an HR expert talks it through with you before anyone acts.
Your HR expertArzu Kazimova SelLegal Adviser HR & Management, Simployer“With Simployer, I spend less time putting out fires and more time with my people.”
Julia AminHR, Betao
Also included
The details someone will ask about.
- Ratings with a commentA smiley scale or a slider, with room to say why.
- Start from the profileOpen an employee’s profile and start a review there.
- Rounds managers can findActive rounds shown first, so reviews count towards the right one.
- Goal cyclesA year, a half-year or a quarter, each with a due date.
- Measured your wayA number, a percentage, an amount, or yes or no.
- Whole teams on a goalAdd a team as collaborators, not just named people.
One platform
One record. Every part of HR.
Reviews and goals works from the same people record as the rest of Simployer.
Good to know
Questions we hear on every demo.
What is Simployer Reviews and goals?
Reviews and goals is the part of Simployer’s HR system where managers and employees run performance reviews and 1:1 check-ins, and where the company sets and follows up its goals. HR sets up review rounds and templates once, and Sia briefs managers on earlier conversations before the next one.
What’s the difference between a review and a check‑in?
A review is a formal conversation: HR or a manager picks a template, both people prepare their own points, then they meet and share answers. A check-in is an ongoing 1:1, with one shared page per pair where dated notes build up over time.
Does Sia write the review?
Sia prepares, and can draft for you to check. Before a conversation, Sia summarises what was said in earlier ones. Give Sia a rough brain-dump, and Sia drafts an answer for each discussion point, saved as a draft once you approve it. You decide what gets submitted, and you have the conversation.
Who can see a review after it’s closed?
The manager and the employee who had it. HR can switch on read-only access for admins, and for managers above that employee in the reporting line, for example when a new manager takes over a team. The employee can also let others view it. Both settings are off by default, and every opening is logged.
Where is our data stored?
In the EU. Simployer is built for HR data and is GDPR-ready, and what you share with Sia or Simployer’s HR experts is covered by a data processing agreement.
Not here? Bring your question to the demo.
Less digging through old notes. More time for the conversation.
Nicole Sales30 minutes with someone who knows Nordic HR. We show your next review round with your kind of company, and you leave knowing what it costs.
- Your next review round, set up for your kind of company
- Sia’s briefing on a real check-in, live
- Packaging and price for your size
Pick a time
Your details
Add a note (optional)
By submitting this form you accept our privacy policy.
No preparation needed. Not ready to talk? See packages and pricing.