The evaluation cycle you launch in January nobody finishes by December.
MyDNA Performance turns evaluations into a process your team actually completes — with linked OKRs, automated 360° feedback, and a talent map that shows exactly who can grow and where.
No commitment. Response within 24 hours.
Active cycle
Annual Review · Q2 2026
91%
Self-reviews
65%
360° feedback
Pending
Calibration
Talent Map · Full team
52 employeesx-axis: performance · y-axis: potential
The problem
Performance reviews generate more bureaucratic work than talent decisions.
"We launched the evaluation cycle in January. By August, 40% of the team still hadn't completed their self-review. By December, the results were no longer relevant."
— A common situation in companies of 200–1,000 employees across LATAM
Forms nobody finishes
Paper or PDF evaluations have completion rates below 60%. Without automatic reminders and progress visibility, the cycle drags on indefinitely.
OKRs set and forgotten
Goals are entered in January and not reviewed until the final evaluation. Without continuous tracking, OKRs are a documentation exercise — not a management tool.
Potential is assessed on gut feeling
Promotion and succession decisions are made in calibration meetings without structured data. Result: the same names every time, with no supporting evidence.
360° feedback becomes bureaucracy
When 360° feedback isn't anonymous, continuous, and easy to give, responses are generic. Employees don't know what they need to improve.
How it works
A cycle that gets completed. Start to finish.
Four integrated phases with automatic reminders and full progress visibility — so HR doesn't have to chase anyone.
Cycle setup
Define the evaluation type (performance, potential, or both), forms, participants, dates, and source weights. No code, no IT.
Self-review
Each employee completes their guided self-review from their portal. Automatic reminders bring the dropout rate close to zero.
360° feedback
Peers, direct reports, and managers evaluate with role-specific forms. Anonymity and clear deadlines mean the process actually gets done.
Calibration & results
The platform consolidates all sources and generates the 9-box talent map. HR calibrates with data — not with perceptions.
Features
Everything you need to make evaluations strategic — not bureaucratic.
OKRs with continuous tracking
Set individual, team, and company objectives. Each employee updates their progress during the quarter and results feed automatically into the evaluation cycle.
Structured 360° feedback
Configure who evaluates whom, with which form, and by when. Feedback is consolidated anonymously and the employee receives a clear report of strengths and development areas.
9-box talent map
The platform automatically generates the potential/performance map from cycle results. Calibration meetings stop being debates and become data-backed decisions.
Evaluation Dashboard
Centralized panel showing the status of every open evaluation: completion percentage, pending employees, and average performance and potential by area. HR has full visibility without opening anything manually.
Feedback & 1:1 meetings
Centralize sent and received feedback in separate tabs. Employees can also log and track 1:1 meetings with category ratings, comments, and full history.
Historical review upload
Upload evaluations completed before using the platform. Keep each employee's folder complete with historical files, accessible and organized.
Salary 9-box
Cross potential and performance with salary band in two views: Potential × Salary or Performance × Salary. Identify who is under or over-compensated.
Reminders & progress visibility
HR sees in real time how many evaluations are complete, pending, or blocked. Automatic reminders trigger by date or completion percentage — so HR never has to chase anyone.
Modules in detail
Beyond the cycle: 360°, visibility, feedback and compensation.
Evaluation Dashboard
A centralized panel showing every open evaluation's status: global completion rate, employees yet to respond, and average performance and potential by area. HR stops chasing people — the platform does it for them.
- ✓Status per employee: completed, in progress, not started
- ✓Global and per-area completion percentage
- ✓Consolidated average performance and potential
- ✓Automatic alerts for evaluations nearing their deadline
Evaluation Dashboard
Screenshot
Feedback & 1:1 Meetings
Feedback can't wait for the next annual cycle. MyDNA allows continuous feedback exchange and 1:1 meeting logs with category, rating, and comment. Everything stays in the employee's historical profile.
- ✓Feedback received and sent at any time
- ✓1:1 meetings with category and work relationship
- ✓Navigable history per employee
- ✓Consolidated HR view by area and team
Feedback & 1:1 Meetings
Screenshot
Salary 9-Box
A variant of the talent map that crosses each employee's performance or potential against their salary band. Instantly see who is underpaid given their performance, who is overpaid, and where there's retention risk due to compensation.
- ✓Potential × Salary and Performance × Salary modes
- ✓Requires salary band and evaluation scores loaded
- ✓Identifies compensation gaps by quadrant
- ✓Supports salary review decisions
Salary 9-Box
Screenshot
360° Review — four perspectives, one report with radar chart
MyDNA's 360° review consolidates self-assessment, manager, peer, and direct team feedback into a single report with a radar chart. Each review can have between 3 and 10 criteria — chosen from 16 pre-defined criteria or created custom. The reviewee receives results anonymously, with a per-criterion breakdown by perspective.
- ✓4 perspectives: self-assessment, managers, peers, and team
- ✓16 pre-defined criteria with name and description — ready to use
- ✓Between 3 and 10 criteria per review, with custom criteria option
- ✓Radar chart with score broken down by perspective (manager, peers, team)
- ✓Anonymous results by default — anonymity configurable per cycle
- ✓360° cycle history per employee to track evolution over time
360° Review — four perspectives, one report with radar chart
Screenshot
Talent map
The 9-box your talent committee always wanted — with real data, not opinions.
After each cycle, the platform automatically places every employee on the potential/performance map. HR and leadership see the full team at a glance and make succession decisions backed by evidence.
- ✓Auto-generated when the cycle closes
- ✓Configure performance vs. potential weights
- ✓Exportable for calibration sessions
- ✓History of movement cycle to cycle
Enigma
4
emp.
Growth
8
emp.
⭐ Future Leader
12
emp.
Underperformer
2
emp.
Core
16
emp.
High Performer
6
emp.
At Risk
1
emp.
Solid Worker
7
emp.
Technical Expert
5
emp.
x-axis: performance · y-axis: potential
Designed for HR to lead the process — and for managers to actually complete it.
HR Manager / Director
- ✓Set up cycles without IT
- ✓See progress in real time by department
- ✓Export results for the committee
- ✓Compare performance cycle to cycle
Team leader
- ✓Receive automatic reminders
- ✓Evaluate your team on the same platform
- ✓See your department's 9-box at cycle close
- ✓Build individual development plans
Employee
- ✓Complete a guided self-review
- ✓Give and receive anonymous 360° feedback
- ✓Track OKRs and log progress
- ✓Access your personalized development plan
FAQ
What people ask before launching their first cycle.
How long does it take to set up an evaluation cycle?
⌄
A basic cycle — forms, participants, dates, and reminders — can be configured in under a day. More complex cycles with multiple sources and differentiated weights may take 2–3 days. Our team supports the setup of your first cycle.
Is 360° feedback anonymous for the reviewee?
⌄
Yes. By default, the reviewee receives consolidated feedback without identifying individual evaluators. The anonymity level is configurable by the cycle administrator.
Do OKRs link to performance evaluations?
⌄
Yes. OKR completion can be incorporated as a weighted component within the performance result. You configure the weight of OKRs vs. behavioral feedback according to your evaluation model.
Can I run performance and potential reviews in the same cycle?
⌄
Yes. MyDNA supports mixed cycles where both performance (results, OKRs, behaviors) and potential (growth capability, leadership, adaptability) are evaluated simultaneously. The 9-box is generated automatically from both dimensions.
What happens to results from previous cycles?
⌄
All cycles are stored as history in the platform. You can track an employee's evolution cycle to cycle, see how they moved in the 9-box over time, and use that information for succession and development decisions.
Are evaluation forms customizable?
⌄
Yes. Forms are fully configurable: open questions, Likert scales, competencies by role, behaviors by seniority level. You can have different forms for managers, individual contributors, and technical profiles.
How many criteria can a 360° review have, and can I create custom ones?
⌄
Each 360° review can have between 3 and 10 criteria. The platform offers 16 pre-defined criteria with name and description to speed up setup, and allows you to create custom criteria with name, description, and specific questions tailored to your company's competency model.
How are 360° review results displayed?
⌄
The reviewee receives a consolidated report with a radar chart showing the score broken down by perspective: managers, peers, and team. Self-assessment scores can also be compared against the other perspectives. Results are anonymous by default — the reviewee cannot identify which individual evaluator gave each rating.
Have more questions? Talk to us →
Free demo
See in 30 minutes what your company's first evaluation cycle looks like.
We'll walk you through a real cycle configuration, the progress dashboard, the 9-box at close, and how leaders calibrate results. With data from companies like yours.
Plataforma en detalle
Desempeño y evaluaciones en detalle