Using Braudit Alongside Your HRIS for Performance Management

When teams hear about Braudit, their first instinct is often: "But we already have a performance management feature in our HRIS... won't this just be a duplicate of what we already have?"

The short answer? No.

The better answer? They serve completely different purposes. And together, they give you something far more powerful.

Let’s unpack exactly what that is.

The Role of your HR Performance Management Tool

Your Human Resource Information System (HRIS) is designed for structure, consistency, and compliance. It’s where HR teams set up formal processes — from payroll and leave to policies and performance documentation.

Within these platforms, performance management usually shows up as a quarterly, bi-annual or annual review module. It’s where goals are documented, manager ratings are entered, and 360-degree feedback is collected. These reviews are structured, top-down, and tied to cycles. Once they’re complete, the results are stored as a formal record of the employee’s standing.

And that’s the thing — HRIS systems are about managing people, not necessarily about helping them improve day-to-day.

They’re incredibly valuable. But they don’t engage with work itself.

The Role of a WPO Platform Like Braudit

Braudit was built for something entirely different. It’s designed to live in the flow of daily work — tracking what’s being done, how well it’s being done, and how those patterns translate into performance and productivity.

It’s not about forms. It’s about feedback. Not just about documentation but continuous growth.

A WPO platform like Braudit allows individuals to track their own performance, reflect on their activities, receive contextual nudges, and see how they’re growing (or not) over time.

Instead of waiting for a quarterly conversation, Braudit makes performance and productivity visible every day. It helps individuals and teams course-correct before problems escalate, recognise improvement in real time, and prepare for future reviews with clarity. Most importantly, it doesn’t just show trends — it offers actionable recommendations for how to improve.

Think of It Like This:

HRIS

• Purpose: Administer and track people
• Focus: HR processes
• Review Cycle: Quarterly or biannual
• Feedback: Top-down, formal
• Who Uses It: HR teams, managers
• Data Type: Records and ratings

WPO Platform (Braudit)

• Purpose: Manage and optimize work performance and productivity
• Focus: Daily work & growth
• Review Cycle: Anytime, self-initiated or manager-initiated
• Feedback: Contextual, work-based, in-flow
• Who Uses It: Everyone (especially the doers)
• Data Type: Productivity and Performance metrics, ratings, growth, reviews and recommendations

These platforms aren't overlapping — they’re complementary. One gives structure. The other gives insight.

How are Performance Reviews different on Braudit?

This is where the confusion often happens. Both HRIS and Braudit talk about “performance reviews.” But what they mean in each platform is completely different.

HRIS performance reviews are administrative. They usually happen quarterly or twice a year. They’re formal, HR or manager-driven, and are often tied to promotions, raises, or contracts. They’re necessary, but they’re also surface-level. Managers struggle to remember the context of tasks completed months ago. Employees often feel anxious or unprepared. Feedback, if it comes, is delayed and generalised.

Braudit’s performance reviews are personal and real-time. They aren’t scheduled. They’re initiated by the user or manager whenever they want. They draw from actual work history — the tasks completed, timeliness, effort, consistency, and trends. They highlight what’s improved, what’s dropped, and what needs attention. Feedback is contextual, not hypothetical. And every review comes with recommendations and not just a summary. It comes with guidance.

In a way, Braudit does the pre-work for the HR-led review. It tells the story behind a person’s score and It gives both the employee and manager better data not to rate the past, but to shape the future performance and productivity.

How Can They Work Together?

Here’s an example of how using Braudit and your HRIS platform could look like:

Sarah is a consultant at a company. Every week, she uses Braudit to reflect on her productivity and performance. She completes tasks, tracks her patterns, and regularly generates personal performance reviews using Braudit’s performance review generator. In her most recent review, she notices a drop in her consistency over the past two weeks — something she hadn’t realized before. Alongside this insight, Braudit offers her targeted recommendations to rebuild her momentum and improve delivery habits.

Her manager, Tolu, checks Braudit every Friday to get a sense of how the team is performing. He sees Sarah’s progress in timeliness and task volume but also notes the inconsistency Braudit flagged. He schedules a one-on-one to understand what might be affecting her focus and to talk through the recommendations together. They agree on a few small changes to her work routine, and Sarah begins applying them in the weeks that follow.

By the time Tolu decides to generate a new review on Sarah, Sarah has regained her consistency. Her Braudit performance review along with her productivity metrics show a steady improvement and more importantly, she feels more in control of her performance. Tolu is impressed by her turnaround and uses Braudit’s record of performance and productivity metrics as well as performance reviews and executed recommendations to complete the formal HR and manager led review on the company’s HRIS platform with confidence. He highlights not just her recovery, but her ability to take feedback, act on it, and grow.

The HRIS captures the final performance appraisal — a positive one. But Braudit shaped the journey that led there. It turned a performance dip into an optimisation opportunity, and a review into an experience of growth. Braudit shaped the conversation. It made it more honest, more grounded, and more useful for everyone involved.

Finally...

Braudit wasn’t designed to replace the performance management tool in your HRIS, It’s built to make it work much much better. It doesn’t duplicate, it deepens.

A WPO platform like Braudit brings daily work and long-term performance into focus. It helps individuals and teams own their growth, and helps managers get the best out of everyone without guessing.

So instead of asking, “Do we really need both?” — the better question is:

“How could we possibly grow without both?”