Welcome! This guide will walk you through how to navigate Culture Amp during your performance cycle. Let’s get started!
Logging in to Culture Amp
To get started with your performance cycle, sign in to Culture Amp. If you need detailed instructions on how to do so, check out our Login Guide for step-by-step instructions.
What to Expect as a Participant
Depending on the settings chosen by your People team, your performance review may include several stages:
Nomination Stage: Nominate peers and/or direct reports to give feedback on your performance.
Feedback Stage: Provide feedback on your peers' and/or manager’s performance.
Reflection Stage: Share your self-reflection to provide your point of view on your performance.
These inputs will culminate in a performance review written by your manager, which may be calibrated with other managers and HR or your People team to ensure fairness and equity across the process.
Your Dashboard & Tasks
Once you're logged in, your Home page will display any outstanding tasks, organized by performance cycle. Each task will include a due date to help you stay on track.
Tasks may include:
Nominating colleagues for feedback
Completing your self-reflection
Providing feedback to others
You can also access both active and closed performance cycles, including self-reflections, from the Performance > Reviews page.
Use the filters to quickly sort by cycle type or dates. Simply click into each cycle to view more details and take any necessary actions.
Self-Reflection
The self-reflection is a key part of the performance process. It’s your opportunity to share your achievements, growth areas, and any challenges you've faced.
If you are accessing the self-reflection from your tasks list, Click on Complete Self-Reflection in your task list.
On the left side, you’ll find the questions you need to answer. Use the rich-text formatting options to make your answers clear and structured.
On the right side, you can reference your profile, including goals, previous feedback and past self-reflections to inform your responses.
Once done, click Send to share your self-reflection with your manager or Save and close to come back to later. If needed, you can edit your reflection anytime before the cycle ends.
Tip: Take your time—Culture Amp auto-saves your answers every 5 seconds, so you can always come back and finish later.
Nominating Peers for Feedback
If you’re asked to nominate colleagues to provide feedback, you’ll receive an email notification and a task in your list.
From your task list, click Nominate Colleagues.
Use the Search field to find colleagues you want to nominate.
If peer feedback only is enabled, you’ll be able to nominate only peers. If peer and upward feedback are enabled, you can nominate both peers and direct reports.
Once you’ve selected your nominees, click Send Nominations. Your nominations will be sent to your manager, who will consider them when deciding who to request feedback from.
After submission, the task will disappear, but you can still submit more nominations through the link in your email.
Tip: If you’re unsure who to nominate, think about colleagues you’ve worked closely with—those who have different perspectives or constructive feedback to offer.
Note: Some cycles may limit the number of nominations. If a limit is set, you’ll only be able to submit feedback providers up to that specified number.
Giving Feedback
If you're asked to provide feedback on someone else, you’ll receive a notification and a task in your list.
Click on Give Feedback in your task.
Choose whether to provide feedback or decline (for example, if you haven’t worked closely with this person recently).
Provide your feedback using the available questions. You can also reference the employee’s profile, goals, and previous feedback to guide your comments. Click Show profile to view.
Keep in mind which questions will be shared with the employee as you respond.
Once you're done, click Complete Feedback to submit it to the employee's manager.
Tip: On the give feedback page, you can also use the Switch Employee button to toggle between the different employee requests.
Editing Feedback
If you need to edit your submitted peer and/or upward feedback, you can do so as long as the performance cycle is still active.
Go to: Performance > Reviews
Find the open cycle and click to open it.
Under the You section, scroll to the bottom and click on View Feedback Requests.
Click on the employee whose feedback you want to edit.
Select Edit to make your changes.
Once you've made your edits, click Complete Feedback to resubmit your updated feedback to the employee’s manager.
Editing Your Self-Reflection
If you need to make changes to your self-reflection after submitting it, don’t worry—you can still edit it as long as the cycle is ongoing.
Go to Performance > Reviews
Find the open cycle and click to open. .
Click Edit at the top of the page, make your changes, and click Send to Manager when you're done.
Completing Your Review Acknowledgment
After the performance review cycle, you may be asked to acknowledge your review once it’s shared with you by your manager. This may follow a review conversation with your manager to discuss your performance outcomes.
Click Complete Acknowledgment in your task list.
Review your manager’s feedback, scroll to the bottom, and check the acknowledgment box.
Add any notes if needed and click Submit. Once submitted, you cannot edit this acknowledgment.
Exporting Your Self-Reflection
If you need to export your self-reflection, here’s how:
Go to Performance > Self-Reflections.
Find your open cycle and click the arrow next to View.
Under the You section click View and edit your self-reflection
Select Export PDF to download your self-reflection.
Note: Each self-reflection must be exported individually; there’s no bulk export option at this time.
Calibrations
In addition to your performance cycle tasks, you will have access to a Calibrations option under the Performance drop-down menu. If a Calibration view has been shared with you, it will appear here. Calibration views allow certain performance data to be shared with a calibration committee before a calibration session.
These views contain performance reviews, self-reflections, feedback data, and goals for a set of selected employees. While calibration sessions are typically for leaders or managers, you might be granted access to a calibration view in rare cases (for example, if your role or involvement requires it).
If a calibration view is shared with you, you’ll receive an email notification. You will have read-only access to the information, meaning you won’t be able to modify any performance data but can review it as needed.
You can use filters to focus on specific employees or data points, but please note that you cannot edit or change the data in any way. This access is simply to ensure fairness and consistency across the review process.
FAQs
How can I edit my nominations?
Once you’ve submitted your nominations, they can’t be edited in the system. Any changes must be made by your manager or an admin overseeing the review cycle.
Why can’t I submit my feedback?
If the Submit button is grayed out, it’s because a question is missing an answer. Fill in all required fields (you can type "N/A" if a question doesn’t apply), and the button will activate.
Can I edit feedback after submitting?
No, once feedback is submitted, it can’t be edited. However, an admin can delete it if necessary, allowing you to resubmit.
Final Tips:
Plan ahead: Keep an eye on your task list and stay on top of deadlines.
Be thoughtful: When nominating colleagues or providing feedback, focus on those you’ve worked closely with and who can offer constructive insights.
Reflect honestly: Your self-reflection is your chance to share your achievements and areas for growth, so take time to complete it thoughtfully.
If you have any questions or need further support, don't hesitate to reach out.
💬 Need help? Just reply with "Ask a Person" in a support conversation to speak with a Product Support Specialist.