As an Admin, you're responsible for ensuring the performance review cycle runs smoothly. This guide provides step-by-step instructions on tracking progress, managing feedback, and overseeing manager reviews using the platform's features.

To access the performance cycle and begin managing it, follow these steps:

Once the performance cycle dashboard is open, you may see some or all of the following tabs across the top:

The view you have depends on how the cycle has been configured. Each tab represents a different component of the performance cycle, and you can navigate between them to track the progress of each.

To begin managing any of these components, simply click the corresponding tab. Within each tab, you’ll be able to see specific information related to that part of the cycle, such as progress percentages, completion status, and additional options for managing tasks.

To track how employees are progressing with their self-reflections:

If an employee cannot complete their self-reflection (e.g., they are on leave), you can complete it for them by following these steps:

Employees can nominate colleagues to provide feedback. Managers must approve these nominations before feedback requests are sent. Both Admins and Managers can review, approve, or modify these nominations as needed.

Once the nomination window is closed, you can still adjust nominations:

If you’ve set up bulk approval, once the nominations are in place, feedback requests will be sent automatically.

For cycles with upward feedback and automated requests enabled, requests will be sent to direct reports asking for feedback on their managers. The platform knows which direct report is assigned to each manager based on the employee hierarchy.

You can modify these requests as necessary.

To manage and track feedback collection throughout the cycle:

If you need to manage feedback requests for any employee—whether adding new providers or withdrawing existing requests—follow these steps:

To track the progress of manager reviews:

If a manager hasn’t completed their review for their direct report, you can complete it for them. Here’s how:

If a manager needs help completing a review, you can add collaborators. To add collaborators:

Collaborators will then have access to the manager's review, where they can add comments. These comments will remain hidden from the employee unless shared by the manager.

Calibration Views allow HR and managers to review and adjust performance ratings across a group of employees before finalizing the results. This tool helps ensure ratings are fair, consistent, and aligned across teams by allowing you to assess performance reviews, self-reflections, goals, and feedback together.

To create, share, and publish Calibration Views, refer to our detailed guide on Creating and Sharing Calibration Views for step-by-step instructions.

As an Admin, you can enable or disable sharing for feedback and manager reviews. This controls whether questions marked as shareable during cycle setup can be shared by managers with their direct reports.

You need to enable sharing separately for Peer/Upward Feedback and Manager Reviews.

On the sharing settings page you will see a preview of the questions that can be shared.

Once sharing is enabled, admins will also gain access to share reviews on behalf of managers.

To disable feedback or review sharing:

Once the review period is complete, it is important to manually close the cycle to prevent further edits. Here’s how:

Admins can track the performance review cycle's progress through several real-time dashboards:

These dashboards provide an overview of:

💬 Need help? Just reply with "Ask a Person" in a support conversation to speak with a Product Support Specialist.