{"id":1213757,"date":"2026-11-03T13:26:58","date_gmt":"2026-11-03T19:26:58","guid":{"rendered":"https:\/\/runahr.com\/performance\/"},"modified":"2026-11-03T13:35:16","modified_gmt":"2026-11-03T19:35:16","slug":"performance","status":"publish","type":"page","link":"https:\/\/runahr.com\/en\/performance\/","title":{"rendered":"Performance"},"content":{"rendered":"","protected":false},"excerpt":{"rendered":"","protected":false},"author":0,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"template-producto.php","meta":{"_acf_changed":false,"_wp_applaud_exclude":false,"footnotes":""},"tipo":[],"class_list":["post-1213757","page","type-page","status-publish","hentry"],"acf":{"producto_hero_eyebrow":"PERFORMANCE SOFTWARE","producto_hero_beta":true,"producto_hero_titulo":"Turn<br\/>performance into<br\/>continuous growth","producto_hero_descripcion":"Evaluate your team, align goals and KPIs, give continuous feedback, identify strengths 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That makes it possible to compare what each party is seeing. Sometimes everyone agrees. Other times, not so much\u2014and those differences often say a lot."},{"pregunta":"What is a 9-Box matrix and what is it used for?","ocultar":false,"respuesta":"The 9-Box matrix crosses two data points that often matter a lot in talent management: current performance and each employee\u2019s potential. From there, people are placed into nine different groups. This helps HR and leaders spot high-potential talent, possible future leaders, development needs, and candidates for succession plans. It doesn\u2019t provide every answer, but it does put on the table the conversations worth having\u2014with data."},{"pregunta":"How can employees\u2019 goals, OKRs, and KPIs be measured?","ocultar":false,"respuesta":"Runa lets you set goals, OKRs, and KPIs for individuals or teams and review how they progress over time. You can also see each goal\u2019s completion percentage. That information can be included in the performance review so the conversation doesn\u2019t rely only on perceptions. For HR and managers, having results in view helps add context when discussing what was achieved and what still needs work."},{"pregunta":"Can competency-based performance reviews be done?","ocultar":false,"respuesta":"Yes. Runa lets you assess technical, functional, and behavioral competencies based on what each organization needs. You can also configure rating scales and combine those results with goals or other performance criteria. This lets you look at performance from more than one angle. Because hitting a target matters, of course\u2014but so does how someone works, how they collaborate, and what capabilities they still need to develop."},{"pregunta":"How does continuous feedback help improve performance?","ocultar":false,"respuesta":"Continuous feedback makes it possible to talk about achievements and areas for improvement throughout the year, not only when the formal review comes around. That brings conversations closer to the moment something happened. It also supports one-on-one check-ins between each manager and their employees and helps follow up on topics that need attention. For many companies, waiting months to address a problem or recognize a strong result is simply too late."},{"pregunta":"What happens after a performance review?","ocultar":false,"respuesta":"A review can be the starting point for defining a development plan. Results can be turned into goals, competencies to strengthen, training actions, and follow-up agreements. 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