Manager reviews are crucial in performance evaluations as they provide an objective assessment based on direct observations, align employee performance with organizational goals, and offer constructive feedback for development.
Additionally, manager reviews ensure consistency and fairness in evaluations, inform critical decisions related to promotions and raises, and support both individual and organizational success.
Receive review notifications
Receive review notifications
When the review where you participate starts, you will be notified by email and on the platform. Additionally, when the review results are shared with you, you'll receive a notification in the notifications bar for quick access.
View your review cycles
View your review cycles
In the Performance > Reviews tab, you’ll find all the information about the reviews you’re involved in. By default, the most recent review is displayed, but you can click on the review name on the left-hand side to expand the list and view both current and past reviews.
🪄 Some tasks within the review cycle are also displayed in the To-do's section on the Home page.
Review cycle to-dos
Review cycle to-dos
The Overview section contains a list of actions you must complete within the current review cycle. In the context of a 360 evaluation cycle, you can have the following tasks:
Evaluate yourself: objectively review your work and identify your strengths and weaknesses.
Evaluate the performance of your subordinates, their contributions and achievements.
Assign peers so they evaluate your subordinates.
ℹ️ In some cases, HR (when creating a review cycle) can assign you the management of peer reviewers for your subordinates.
Evaluate the performance of your colleagues.
Review your manager's work.
With such a step-by-step plan, you definitely won't miss anything. You can complete the tasks in your preferred order and submit the review when ready.
Manage peers for your team or peer nominations
Manage peers for your team or peer nominations
In some cases, HR (when creating a review cycle) can assign you to manage peer reviewers for your subordinates. The manager can submit peer nominations for direct reports.
If peer nominations require manager approval, they can be approved or rejected in the Overview tab.
Overview of your results
Overview of your results
After the cycle is complete and the administrator or HR shares the results, you will see all your scores and comments in the Performance > Reviews > My > Overview. 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, you can also see the average points of the 3 highest- and lowest-rated competencies to analyze strengths and weaknesses.
Further on, you can find answers provided by all reviewers.
ℹ️ It is possible to make the names of peer and upward reviewers anonymous for the reviewee's manager. So, you will not see the reviewer's name, only the provided feedback. In addition, peer and upward feedback can be anonymous for employees. These parameters can be configured in the cycle settings. Otherwise, reviewers' names and shared results will be displayed for the employee.
Check your reports results
Check your reports results
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 to direct and indirect, direct manager only or none of them.
You 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, you can see only the average rate of all the competencies scores from each reviewer party and whether these results are sent to the employee.
To get the detailed review results, the click the employee's name.
Here, you 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.
ℹ️ It is possible to make the names of peer and upward reviewers anonymous for the reviewee's manager. So, you will not see the reviewer's name, only the provided feedback. In addition, peer and upward feedback can be anonymous for employees. These parameters can be configured in the cycle settings. Otherwise, reviewers' names and shared results will be displayed for the employee.
Share results with your reports
Share results with your reports
Additionally, you can have permission to share results with employees.
After reviewing and sharing the results, you 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.