To create a 1-on-1 meeting in the system, simply click on the quick action button "+", located in the profile header, which allows you to easily and quickly schedule a meeting with colleagues.
After creating or updating a scheduled meeting, the employee will receive a system notification through the bell 🔔 or by email. 📩
All the scheduled 1-on-1s will be seen in the Me section - Overview. You can review scheduled or completed 1-on-1 meetings by navigating to Me - 1-on-1s.
In case you have the Slack integration, then you will receive a reminder 10 minutes before the meeting.
Employees have the ability to access and review Talking Points that were discussed during meetings, and they can also add relevant notes and comments as needed. It's worth noting that these Talking Points can be designated as private, which means that they will not be visible to the employee.
Additionally, there is a section for Action Items, where tasks and responsibilities can be recorded, such as providing a laptop or assigning an offer. While creating an Action Item, it's possible to assign a responsible person by selecting an employee from the drop-down list and saving the item. There are two meeting participants available to choose from for this assignment.
Only the person who created the meeting can mark the meeting as “Ended”.
Objectives - OKR
If an objective is set for an employee, then he will receive a notification within the system through the bell 🔔 or by email. 📩
In case you need to change the objective progress, navigate to Me - Objectives tab, then select and modify the required objective.
Every objective may have sub-objectives or subtasks, and usually major objectives are created by a manager. These objectives are split further into smaller ones and assigned to employees. Employees can view progress details inside sub-objectives that affect the parent objective.
When an objective is created, it is important to select the progress format, which may be reflected as percentage or the number of points. Also, you have to set up the corresponding objective status: On Track, Behind, At Risk, or you can leave the objective without any status.
Additionally, you can disable the ‘Automatic Roll-Up’ functionality, which allows preventing sub-objectives from affecting the target percentage of the Parent objective. It will help to avoid distortion of data when progress format is selected as percentage.
Only your account administrator can enable or disable the “Automatic Roll-Up” functionality. In case you are an administrator, navigate to Settings - General and scroll down to the PeoplePerform section. Here you can enable the “Automatic Roll-Up” and “Aligned Objectives”.
By clicking the arrow on the right side of the objective, you can view the progress goal:
📌The objective can have only one owner, and thereby only one owner can close it.
If an objective is not closed in time, then you receive an email notification.
Furthermore, the objectives progress is available within the following menu Me - Overview.
180/360 Review Cycle
Employees will receive a kick-off email or system notification on the day the new review cycle starts.
The review can be opened by clicking the link sent in the email notification or by navigating to Me - Review.
An employee can go through the self-assessment and also evaluate their manager if it is a 180 review cycle. In case it is a 360 review cycle, then depending on the settings employees can choose their colleagues who can evaluate them. The 360 review cycle supports self-assessments as well.
The self-assessment questionnaire can be found under the Me - Reviews - Overview tab. Every answer selected by an employee is saved automatically.
In case you have answered all questions and the cycle was reviewed, then your manager can share results with other employees, without waiting for others to complete the review.You will receive the following email notification.
If someone has shared the review results with you, then you can access it within the Me - Reviews - My results tab.
- Evaluate your colleagues
Depending on the settings, an employee can evaluate their colleagues, or their manager and HR can do that, and in other cases only HR can evaluate colleagues.
In the Overview tab you can see if colleagues can evaluate your performance.
If you were asked to evaluate your colleague, then the review will be accessible within the Me - Overview tab, or in the Reviews.
If your review cycle implies evaluating your manager, then in the Reviews tab you can evaluate them as a subordinate.
Each employee's Key Performance Indicators (KPIs) can be accessed under the "Me - KPIs" tab.
If you want to update the KPI progress, select the required KPI from the menu.
In the KPI menu, click the Update Progress button, enter the desired value and select the date.
Note, that you cannot select dates in the future.