Like many things, we've linked our appraisals to our values. Find that confusing? It's really not. 

 

​Step 1: Eligibility

 

Appraisals

Only full-time team members who have completed nine months or more (as of March 31, 2026) in the organisation (including the probationary period) are eligible for appraisals and/ or increments. This depends on their performance and ratings in the assessments given by their line manager and management.

 

However, team members serving their exit/notice period will not be eligible for appraisals or increments, even if their exit period extends beyond or until the appraisal process period.

 

Goal Setting

Every team member, full-time, interns, and even the ones on probation, new joiners, or those part of the Reignite Program, are required to fill in their goals and KPIs for the year.

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Your goals and performance will be evaluated semi-annually (Mid-Year Review and Annual Review).
 

Mid-Year Review (For the period April to September): Focused on progress made so far, identifying blockers, and re-aligning goals for the remainder of the year.
Annual Review (March–April): A comprehensive evaluation of your overall performance, achievements, and growth.
 

Check your eligibility and schedule a one-on-one conversation with your line manager to discuss your performance, feedback, growth, and future goals. You will receive an email with details, only if you are eligible for appraisals.
 

​​Step 2: HR Communication

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For both review cycles, an email from HR’s desk will enclose the process in detail. Once the cycle is activated, an email will be sent from the PeopleHum portal for self-evaluation.
Please click on the form, rate yourself, answer the qualitative questions, and review the form before submission. 

Note: You cannot edit the answers once submitted.

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​Step 3: Manager Review

Line managers will then review the submitted forms and schedule one-on-one discussions with their team members.

• Mid-Year Review Discussion: Covers performance to date, feedback, challenges, and any course corrections required.

• Annual Review Discussion: Covers the full year’s performance, contribution to team/organizational goals, and future growth opportunities.

After the discussions, managers will submit their ratings for their team members before the final submission deadline, thus closing the cycle.
 

​Step 4: Final Submission

Post-approvals, the final submissions by managers will be reviewed and approved by management.

• Mid-Year Review: Feedback will be shared with employees; however, no appraisal letters will be rolled out.

• Annual Review: Post-approvals, appraisal letters will be rolled out in April 2026.

 

At the end of the process, each persona will get a mid-year rating on a 5 point scale. For year end, the average of your mid-year review rating and final year review rating cycle will be calculated to come up with a final rating for next year.