KPIs that fill themselves
Ten automatic sources: attendance and timesheets, helpdesk SLAs, skills, referral hires, and Jira and Salesforce when you connect them.
dexta GrowthGoals and reviewsGoals, reviews and increments, with evidence from real work.
KPIs and OKRs, check-ins, feedback, reviews, calibration and increments, fed by what actually happened in Time, Desk, Cheer and your other tools.
Reviews people can stand behind
Self, manager and 360 feedback (anonymous from three answers), and a check that flags a rating the evidence doesn't support.
From calibration to payroll
A 9-box calibration with a trail of every move, an increment board with band guidelines, and the decided increments sent to Pay as a draft.
Early warnings, explained
Attrition and burnout warnings from 27 written rules, each showing its numbers. They run on your server with no outside AI, and nobody sees their own score.
Who uses it
What each person does in Growth.
Employees
Agree their scorecard, enter check-ins, write a self-review, and keep a development plan.
Managers
Run 1:1s, review the team with evidence, recommend increments, and run improvement plans.
HR
Set up cycles in six steps, run calibration, and keep competencies and the KPI library.
Leadership
Decide increments against band guidelines and read early warnings with their reasons.
Works with
What Growth hands to the other apps, and gets back.
It shares one employee record with the rest of the suite. Each hand-off below happens inside Dexta, with no export.
Dexta TimeAttendance % and timesheets on time as automatic KPIs; attendance, leave, overtime and late marks feed the early warnings.
Dexta DeskTickets resolved and SLA met % as automatic KPIs; ticket load and breaches feed the burnout check.
Dexta Skills“Skills approved” as a KPI; the skills catalogue in the competency matrix, and assessed levels sent back for the manager to approve.
Dexta Refer“Referral hires” as an automatic KPI.
Dexta CheerPraise given in Growth becomes a Cheer card, and Cheer cards show on the review's praise card.
Dexta PayCurrent CTC for the cost of increments; decided increments go to Pay as a draft salary revision.
Everything in Dexta Growth
70 features that work today.
Listed from the product itself. Where a feature needs an account with an outside provider, it says so.
Setting up a cycle
Setup wizard
Six steps (name and dates, rhythm, who's included, templates, review stages, launch) create a whole cycle in one go, and you can stop and resume.
Company-chosen rhythm
Reviews can be annual, half-yearly or quarterly, and check-ins monthly or quarterly.
One settings page
Seven tabs: cycles and rhythm, goals and KPIs, reviews and ratings, calibration and increments, reminders, insights, integrations.
Cycle control
HR sees cycle progress, sends reminders, closes unfinished reviews and carries drafts forward.
Past cycles
Old cycles, including ones from the earlier appraisal screens, stay readable. Each person sees only what they are allowed to see.
One menu for every role
Each person gets one menu that fits their role, with counts of what is waiting for them. There is no portal switcher.
Goals: KPIs and OKRs
Scorecards with KPIs and OKRs
One scorecard holds KRAs with weighted KPI lines plus objectives with key results. Each part has its own weight.
Flexible KPI scoring
A KPI can be higher-is-better, lower-is-better, within a range, yes/no or a rating. It can use a straight line or a slab table, capped at 120% by default.
Weight checks
Before a scorecard goes out, any weights that don't add up to 100 are named in plain words.
KPI and OKR library
HR keeps a shared list of KPIs and OKRs to pick from.
Templates by department and designation
HR builds scorecard templates and applies them to many people at once.
Goal agreement
The manager sends the scorecard and the employee agrees or asks for a change. After that it is locked.
Change requests after lock
Either side asks for a change and the manager approves or refuses it. HR can be required to approve too.
Comments, files and history
Every scorecard keeps a comment thread, attachments and a full before/after history.
Team scorecards
Managers see their team's scorecards, and HR and leadership see everyone's.
Check-ins and 1:1s
Periodic check-ins
People enter actuals each period. Each line shows on track, at risk or off track, with the reason.
Automatic actuals from Dexta appsWith Dexta Time / Desk / Skills / Refer (per KPI)
KPIs fill themselves daily: attendance % and timesheets on time from Time, tickets resolved and SLA met % from Desk, skills approved from Skills, referral hires from Refer.
Override with history
A person can override an automatic value. Every correction is logged, and the person is told when someone else changes their numbers.
Check-in reminders
A reminder goes out before a period ends and an overdue notice the day after. Managers get one summary each.
1:1 meetings
Manager and report share an agenda, action items and notes. The manager also has private notes.
Feedback and 360
Continuous feedback
Anyone gives feedback that is shared, or private (hidden from the person), or praise.
Praise becomes a Cheer cardWith Dexta Cheer
Praise given in Growth appears as a recognition card in Cheer.
360 peer feedback
The person nominates peers, the manager approves the list, and peers rate competencies and write strengths and what to improve.
Anonymous 360
Answers never show a name. With fewer than 3 answers, only HR sees them.
Reviews
Staged review
Self review, then manager review, then the reviewer (skip-level) agrees, then HR closes and releases. The employee acknowledges at the end.
Score from goals and competencies
The final score combines the scorecard and competency ratings, 70/30 by default. Rating scale (up to 10 points) and bands are set by the company.
Competency library and sets
HR defines competencies and groups them into sets for different roles.
Reviewer rule
The second reviewer is the skip-level manager, the department head, or a company default.
Send back, reopen, documents
A review can be sent back or reopened. It carries attachments and a full history.
Stage due dates and reminders
Each stage has a due date, with reminders before it and the day after.
Talent: calibration, increments, improvement plans
Calibration sessions
HR runs sessions for everyone, some departments or chosen people. The rating spread is shown against a target, and outlier managers are flagged.
9-box
Performance against potential on a 9-box grid.
Moderation trail
Every rating change records who, when, from, to and why. Sessions lock, unlock and release. Managers are told and the person is not.
Increment recommendation
The manager recommends an increment inside the review.
Increment board
Leadership decides % per person against the company's guideline per band, with warnings, totals and bulk edit, then locks. Nobody sees their own row.
Increment costWith Dexta Pay
Shows current CTC and the cost of decided increments.
Hand increments to payroll
Sends a draft salary revision to Pay, where Pay's own approval still applies. Without Pay, it gives the Excel file Pay's bulk upload reads.
Improvement plans (PIP)
The manager drafts and shares a plan and the person acknowledges it. Check-ins and files are kept, and the outcome is met, extended or not met.
PIP letters
Makes a PDF letter for the start and the outcome of a plan from the company's own wording.
PIP reminders
Reminds before each PIP check-in and before the end date.
Development and skills
Development plans (IDP)
A plan holds goals, milestones, learning actions, comments and files. Person and manager both agree to it, and it ends with an IDP rating.
Plans from gaps
Starts a plan from skill-assessment gaps or review competencies.
Mentoring
A mentor owns and updates their goals in someone's plan.
Grades
Grades start from the Hub's designation levels, and HR can rename, add or re-map them.
Competency matrix by grade
Describes each level for each competency and sets the level expected at each grade.
Skill assessment rounds
HR opens a round. People rate themselves and managers give star ratings with comments.
Org skills calibration
Shows scores by category, people below the expected level, splits by department, grade and manager, the trend over rounds, and how skills move with goal results.
Uses Dexta Skills catalogueWith Dexta Skills
Skills from Dexta Skills appear in the matrix. Assessed levels go back to Skills, where the manager approves them.
Development reminders
Reminds before milestones, plan end dates and assessment due dates.
Insights
Attrition risk
A score from 14 written rules, such as fewer 1:1s, falling rating, no salary revision in 18 months or more unplanned leave. Each reason shows its numbers.
Burnout risk
A score from 13 rules, such as overtime, late finishes, weekend work, no leave, ticket load and SLA breaches.
Work-pattern signalsWith Dexta Time / Desk / Pay
Reads attendance, leave, overtime and late marks from Time, ticket load from Desk and the last salary revision from Pay. Counts only.
Talent segments
Six groups (high performer at risk, low, at risk, rising, flat, steady), each with a suggested next step.
Suggested 1:1
One click sets up a stay conversation or skip-level 1:1 with the agenda filled in. Nothing happens on its own.
Rating evidence checks
Flags a manager's rating that doesn't match KPI evidence, leans on recent events, or shows leniency, severity or halo.
Privacy controls
The person never sees their own risk score. HR sets a minimum team size, switches signal families off and edits rule weights. Turning insights off deletes the stored signals.
Homes and reports
HR command centre
Shows the cycle pipeline with counts and overdue per stage, progress rings, top and low performers with photos, and upcoming 1:1s.
Manager home
Shows the team grid, who needs attention, 1:1s and approvals waiting.
Employee home
Shows my scorecard, next check-in, my review step, feedback, 1:1s, my plan, and one to-do list.
Seven reports
Scorecards, heatmap, cycle progress, ratings, 360 participation, PIPs and increments. Each exports to Excel or CSV.
Outside links (each company connects its own account; off until connected)
Jira KPIs and loadNeeds your Jira Cloud account
Issues resolved and story points become KPI actuals. Overdue issues feed the burnout check.
Salesforce KPIsNeeds your Salesforce account
Revenue closed and quota attainment % become KPI actuals.
Slack after-hours signalNeeds your Slack workspace
The share of messages sent before 08:00, after 20:00 or at weekends feeds the burnout check. Message text is never kept.
People matching
Matches people to Jira, Salesforce or Slack users by work email, and the rest by hand.
Cloud file storageNeeds a Cloudinary account
Optionally keeps attachments in the company's Cloudinary account instead of on the server.
Access, notices and data protection
People, roles and departments from Hub
People, managers, departments and roles (employee, manager, leadership, HR admin) come from Dexta Hub.
Bell and email notices
Every hand-off tells the next person through the Hub bell and email.
Audit log
Every step is logged. Salary figures are never put in the log.
See my data and erase (DPDP)
Answers the Hub's "what do you hold" and erase requests.
Company data export
Hands all Growth records to the Hub's full company export.
In a demo
Moments worth seeing.
- The HR command centreThe cycle pipeline by stage, progress rings, and top and low performers with photos.
- A scorecard that fills itselfKPI lines filled from Time and Desk, with on-track and at-risk reasons.
- Calibration with a 9-boxThe rating spread against the target, outlier managers, and every move recorded.
- Early warnings, explainedAttrition and burnout scores with reasons in plain words, and a suggested stay conversation.
The rest of the suite
One employee record, eleven apps.
Try Dexta
See your own month in Dexta.
A 30-minute demo on a sample company: a week of timesheets approved, the payroll run, and the entries landing in the books.