Performance review from a manager side

In all cases, the manager receives notifications on the platform and via email when the review cycle is active.

The Performance > Reviews tab contains all the info about the review in which the manager takes part. By default, the last participated review opens, but clicking the review name on the left side expands the list of all available to the user cycles.

The Overview section contains a list of actions the manager must complete within the current review cycle, such as nominating peers and writing a review.

After the cycle is complete and the administrator or HR shares the results, the manager will see their score and comments in the Results overview section.

The Competencies part is based on the competencies from the question template used for the review. The results are shown as a diagram with the names of the competencies and the average values of all reviewers' scores. Below the diagram, the user can also see the average points of the 3 highest- and lowest-rated competencies to analyze strengths and weaknesses.

Further on, the manager can find answers provided by all reviewers.

By default, in the Team's results tab, direct and indirect managers can view their reports’ review results after they are shared. However, based on the review cycle settings, results can be shown once they are submitted.

Managers can switch between viewing direct reports, indirect reports, or all reports if all of them are available. Additionally, the department filter and search bar make it easy to locate specific employees and access their review results quickly.

In the Team's results tab, the manager can see only the average rate of all the competency scores from each reviewer party and whether these results are sent to the employee.

To get the detailed review results, the user must click the employee's name.

Here, the manager can find a diagram with the names of the competencies and the average values of all reviewers' scores. Below the diagram, the average points for each competency given by review parties are shown. The table also contains a GAP that is a difference between how the employees rated themselves and the average value of how other parties rated the same indicators.

The results also contained detailed answers provided by all reviewers.

Additionally, managers can have permission to share these results with their employees.

After reviewing and sharing the results, the manager can conduct 1-on-1 meetings with each employee to discuss the review and find ways to improve their work. This is a great opportunity to provide feedback, offer clarification, and set new goals for the employees' further development.

Depending on the review settings, the employee can nominate peers by themselves or wait for their manager or HR to nominate reviewers for them. Despite that, reviewers selected by the employee can be approved automatically or require manager or HR approval. In addition, the manager can nominate or approve peers for the performance evaluation of their subordinates (if the cycle settings require it).

All these actions can be done in the Performance > Reviews > Overview section.

In the Write review tab, the manager can complete and submit the required reviews.