Integrating performance review data with your broader people analytics provides a richer, more holistic view of your workforce. Instead of analyzing isolated metrics, you can uncover meaningful relationships between performance and every stage of the employee lifecycle—from hiring through to exit.

By enabling Performance Rating as a filter across all your metrics, you can:

It’s not just about knowing who is performing—it’s about understanding why, and what that means for your organization as a whole.

With our Perform and People Analytics products combined, you’ll be able to filter all of your people analytics metrics with data coming from your performance review.

Learn more about how we calculate performance rating scores.

Figure 1: Headcount metric with “Performance Rating” filter applied

Figure 2: Selection of a specific performance category

Figure 3: Number of performers that exceed expectations for a specific month

Some of the top use cases that this functionality unlocks are the following:

Top Performer Retention:

See if your high performers are leaving at higher rates. Use this insight to improve their experience, engagement, and retention.

Cost of Underperformance:

Filter headcount cost data by performance rating to estimate how much budget is allocated to underperformers—and make informed decisions about coaching, role fit, or restructuring.

Performance vs. Sentiment:

Compare employee sentiment scores with performance ratings to uncover whether low engagement is correlated with underperformance, or if high performers feel burned out.

Diversity and Performance:

Analyze performance trends across different demographic groups to ensure equitable development and identify any systemic biases in performance outcomes.

Manager Impact:

Filter team performance by manager to evaluate leadership effectiveness and spot where additional support or training may be needed.

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