Run a performance review

Performance reviews use a cycle structure: self assessment, manager review, then a conversation, then goals for the next period. The platform handles the prompts, the timing, and the record keeping.

Start a review

Sidebar then Reviews.
New review.
Pick the cycle template (e.g. “Annual review”, “6 month check in”) or create a custom one.
Select the team member.
Send to employee.

The employee gets a notification and a task to complete the self assessment first.

What the employee sees

Their self assessment form is structured around:

Reflection on the period (what went well, what was hard, what they want to develop)
Each goal from the cycle, with a self rating
Cultural value contributions (if your org has cultural values configured)
Their goals for the next period

They submit when ready. You get a notification.

Your manager review

You see their submission alongside fields for your assessment:

Comments on each section they wrote
Your rating against each goal
Optional cultural value examples
Strengths and development areas
Whether to recommend a pay review (this is captured but stays private to HR, not shared with the employee)

The conversation

Both of your views are now ready. Schedule a 1:1 to discuss. The platform prepopulates the 1:1 notes with both sides of the review so you don’t have to switch screens.

After the conversation, mark the review Discussion complete.

Sign off

Both of you confirm the review record. The employee can add a final comment if they want to. The manager (or admin) finalises it. The record is locked and saved against the employee profile.

Goals for next period

The goals you set during the review automatically appear on the goals page with the review cycle as the parent. You can edit or add more later.

Calibration (admin only)

Admins can review every completed cycle in Performance Management and adjust ratings if a manager has been particularly generous or harsh. Calibration changes are flagged separately from the manager’s original rating.