Order of work
Performance is a cycle, not a single form. A practical order is: settings, goals, a review cycle, reviews, feedback and 1:1s, 360 reviews, calibration, development plans, then reports. The in-app guide uses the same order. The product page is performance management software.
Managers need permission to manage performance, goals, or reviews. Employees use Self, then Performance.
Settings
Settings, then Performance. Finish this before you invite anyone into a cycle.
- General — defaults for the module.
- Rating Scales — the scores reviewers will use.
- Competencies — what you rate people on.
- Review Templates — the form a cycle uses.
Goals and review cycles
Goals — create them, cascade them, and set an owner and dates. Employees update progress. A short list of clear goals is easier to review than a long one. Goals show up again in reviews and in 1:1s.
Review cycles — create a cycle with a name, dates, a template, and the people in it, then publish. Leave a gap between the date employees must submit and the date managers must submit, so you are not reviewing an empty form. Track progress from Team Reviews.
Reviews, feedback, and 1:1s
Team Reviews — filter the list, wait until the employee has submitted, then score, comment, and submit. Share the result after calibration if your company calibrates first. Refer back to goals and feedback notes so the review is not only a number.
Feedback — short notes through the year. Set who can see each one. Read them before a 1:1 or a review.
Check-ins (the menu says 1:1s on Self, My 1:1s) — schedule one with an agenda, write notes, and point follow-ups at a development plan. A regular cadence beats a single meeting before appraisal season.
360 reviews, calibration, plans, and reports
360 reviews — create a request, invite raters, set a due date, and nudge people who have not responded. Read the aggregated responses. Pick a balanced set of peers, not only friends.
Calibration — start a session, compare distributions and outliers, adjust, then lock the session. Bring context, not only the score.
Development plans — a few actions, each with an owner and a date. Review them in 1:1s. Employees open theirs under My Development.
Reports — completion for the active cycle, and the rating distribution after calibration. Check mid-cycle, not only at the end, so you can see who has not submitted.
What employees do
Self, then Performance:
- My Goals — update progress.
- My Reviews — the self-review for an open cycle.
- Feedback — notes they are allowed to see, and notes they give.
- My 1:1s — the check-ins on their calendar.
- My Development — their plan.
- 360 Requests — requests waiting for their rating.
They do not configure scales, launch cycles, or run calibration. Those stay on the Manager menu. The same guide is inside the product under Performance, then Help & Guide.