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Performance Review
The company’s performance review cycle. The team picks the model, 90° (manager only), 180° (self-review and manager) or 360° (with peers and reports), the review period, the response window, who takes part and the questions, on a five-level scale. Each person answers in steps, with autosave, and the manager sees the report’s Feedback numbers and the period’s goals alongside. The team tracks who is missing, sends reminders, closes, calibrates and releases: the leader sees their own team’s results, and each person sees their own.
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Performance reviews in cycles
A services company with 200 people
The half-year cycle opens with 180° for everyone and 360° for leaders. Whoever is behind gets a reminder a week before the end, the committee calibrates on the 9-box with the comments recorded, and each person gets their result with the IDP actions already suggested.
- The model the company chooses
- From a manager-only review to a 360° with peers nominated by the person and approved by the direct leader. The final score is the manager’s or a weighted average of the relationships.
- Calibration, 9-box and matrix
- With the cycle closed, the team adjusts the final level with a required comment and a history. The 9-box crosses performance and potential, and the matrix exports to CSV.
- Whoever reviewed a colleague stays hidden
- The author of a peer’s or a report’s review shows up to no one, not even HR. The person sees peers’ comments without the author, and only from three on.
- From the result to the IDP
- In each person’s result, Take to IDP turns what to develop into an action in their plan. The review ends in a plan, not in a spreadsheet.
What the space does
- 90°, 180° or 360°
- Peer nominations
- Automatic reminders
- Calibration with history
- 9-box and CSV matrix
- Results released by the team
Visibility
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