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Performance Review Cycle Guide for Managers and Employees
Performance Review Cycle Guide for Managers and Employees
An overview of the Performance Review Cycle process for Managers and Employees
Ian LaPhilliph avatar
Written by Ian LaPhilliph
Updated over a week ago

What can I learn from this page?

An overview of the Performance Review Cycle process for Managers and Employees

Who is this guide for?

Managers, Cycle Participants

You’re likely here because you’re taking part in a performance review cycle.


Depending on the settings your People team has selected, your performance review may include:

  • A nomination stage: The ability to nominate peers and direct reports to give feedback on your performance

  • A feedback stage: The option to provide feedback on your peers’ and/or manager’s performance

  • A reflection stage: The opportunity to reflect and provide your point of view in the review process

These inputs will culminate in a performance review written by your manager, which may be calibrated with other managers and your HR or People team to ensure a fair and equitable review.

You will be notified via email and a task will appear in your Performance inbox with a due date for any action items you need to complete, such as nominating both peers and/or direct reports and providing feedback. You will receive reminders via email if you haven’t completed a step.


What to expect as a participant

Depending on how your People team set up the performance review process you may be asked to:

How to nominate

If you have been asked to nominate peers for feedback, you will receive an email as well as a task.

Click Complete nominations from the task and search for the individuals you’d like to nominate. It is important to remember that you can include a combination of peers and direct reports as part of your nominations.


Confirm nominations by selecting Send nominations. Note: your selections cannot be edited once you hit send.


Your selections will be sent to your manager who will take your nominations into account when selecting who to request feedback from.

Tips on deciding who to nominate

If you are having a hard time trying to decide who to nominate, it is best to consider people who:

  • You have worked extensively with. The more they’ve worked with you, the more useful feedback and context they’ll have.

  • Have different perspectives, whether because they’ve worked on different projects or where they are in the organization (e.g., your direct reports and/or peers).

  • May have constructive feedback you can learn from.

Give feedback

If someone has requested feedback from you, you will receive an email and a task in your Performance inbox. To complete the request, click Give Feedback.

You can choose to decline the request if you don’t have feedback for them or haven’t worked with them in a while.


On the right-hand side, you can flip between all of the colleagues who have requested your feedback. You can also review previous feedback and the individual’s goals in their profile on the side panel. If you are their manager, you will also be able to view their self-reflections and past performance reviews.


Your responses will be automatically saved as you write. When you’re ready to submit, click Submit feedback to send the feedback to their manager.

TIP: Check out this video lesson to learn how to phrase effective feedback.

NOTE: Your account may be hosted on our EU server, if so you will notice ".eu." at the start of your account URL. For customers on our EU server, please use the following link to learn how to phrase effective feedback.

Write your self-reflection

You may be asked to write a self-reflection. This is an opportunity for you to give additional context to your manager about your accomplishments and for goals that were not met, insight into why that was the case.

To write your self-reflection, click Complete self-reflection from your Performance task list.


Review previous feedback, self-reflections, and goals, in your side panel to spark your memory.

As you respond to the questions, your responses will be automatically saved.

When you’re ready, click Send to your manager to complete your self-reflection. Once sent, your self-reflection cannot be edited.

TIP: Check out this video lesson to learn more about how to write a good self-reflection.

NOTE: Your account may be hosted on our EU server, if so you will notice ".eu." at the start of your account URL. For customers on our EU server, please use the following link to learn more about how to write a good self-reflection.

Acknowledging your performance review

Following the performance review cycle, your manager or admin may share your manager review feedback with you. Depending on how the performance review process has been set up, you may be given the ability to complete a review acknowledgment.

Acknowledgment of your review should be completed following the review conversation with your manager to discuss your review outcomes. Afterward, the review acknowledgment can be completed to confirm that the review discussion has taken place.

To begin the review acknowledgment process, click complete acknowledgment in your task list

You will be taken to your manager review, where you will be able to scroll to the bottom of the page to complete your review acknowledgment.

To acknowledge your review, simply check the acknowledgment box and add any optional notes about your discussion. When you’re ready, click the submit button to submit your acknowledgment. Once submitted, the acknowledgment and any added notes cannot be edited.

What to expect as a manager

Depending on how your People team set up the performance review process you may be asked to:

Request feedback about your direct reports

You will receive an email as well as a task in your Performance inbox.


If your company’s process includes nominations, you will be able to see if your direct report has completed their nominations in the Nomination status column.

If they have, you can manually send the feedback requests to their nominated reviewers or you can edit by removing their nominations and adding new reviewers of your choice.


If they have not, or nominations are not part of your process, you’ll be able to search for colleagues to add.

Click Schedule requests to complete. Depending on how your People team has set up the process, your requests may be sent immediately or scheduled for when the feedback stage starts.

You can come back to this page and send more requests, in case peers have declined feedback, up until the end of the feedback stage.


While there is no limit to the number of feedback requests that you can send, it is important to keep the same things in mind as you did if you nominated colleagues for yourself. Mainly:

  • Request from colleagues you know have worked closely with your direct reports

  • Make sure you have representation across the important projects your direct report worked on in the review time period

  • If your direct report is also a manager, be sure to request from their direct reports

  • Consider who may have perspective that you’re not privy to

The cycle can be set up to allow employees to nominate employees to provide feedback, if this option is selected a participant (reviewee) can provide nominations, though this needs to be approved by their Manager and will be outlined in the cycle schedule.
If no nominations are made by a reviewee, the Manager or Admin can still send out requests for feedback.

Feedback request types

The type of feedback requested will either be "Peer" or "Upward" feedback, and this depends on how the cycle was set up.

Upward feedback questions will be shown to those that are below the Manager being reviewed in the hierarchy (direct and indirect reports).

Peer feedback questions will be shown to those who are not direct or indirect reports, to the person being reviewed. The platform will ascertain this from the hierarchy that has been imported to your account which is based on the Manager Email demographic.


Reviewing upward feedback requests in a cycle with automation

If your company’s process includes upward feedback and automation of requests, you will be able to see the feedback requests that have been automated for your direct report.

When the cycle is launched, the feedback requests will be in a ‘Scheduled’ state. If they are not withdrawn by the ‘Provide feedback’ phase, they will be sent.

During the ‘Provide feedback’ phase, the feedback requests will be in a ‘Complete’ or ‘Incomplete’ state, depending on the progress of the feedback provider.

Throughout both phases, you or your Culture Amp Performance administrator can choose to withdraw a feedback request. You or your Culture Amp Performance administrator can also choose to re-select manually a direct report of the subject to provide feedback after they have been withdrawn.

Write reviews about your direct reports

With input from peer feedback and your direct report’s self-reflection (if those are included in your company’s process) you will then write your review.

Click Complete review from your performance task list.


Your direct reports will appear on the right of your screen, along with the ability to view each employee's profile. Use the side panel to reference previous feedback, self-reflections, reviews, goals, or your private notes about them.

Your review responses are auto-saved as you write. You can jump to another review and respond in any order if you wish.

Until your administrator closes the performance review cycle, you can edit your responses even after you submit your feedback.

Questions that will be shared with the individual when you or your administrator chooses to share reviews are marked with Will be shared.

TIP: Watch these video lessons to learn how to prepare for your review, how to avoid the biases that can affect them and tips for delivering your review live.

NOTE: Your account may be hosted on our EU server, if so you will notice ".eu." at the start of your account URL. For customers on our EU server, please use the following link to access these video lessons.

Once you have reviewed your team, you will have the opportunity to see all employees reporting to you (both indirect and direct reports).

Add Collaborators

Need help completing a review? Culture Amp lets managers collaborate with another person on the review to ensure feedback is timely and actionable. Both administrators and managers can add a collaborator to a review once the scheduled Manager Review component has launched.

To add a collaborator:

  • From the reviews > direct reports: performance review dashboard, find the individual and select three dots icon > manager collaborators

  • See current collaborators and search for users to add new collaborators.


After adding collaborators:

  • New collaborators will receive notifications via email and in their Inbox.

  • Once given access, new collaborators can see the manager review and comment on each question.

  • They can also view sections of your direct report's profile according to their permissions. (e.g. they will see any goals made visible to them by the goal owner and any feedback they have written about that employee).

Feedback dossier view:

Goal Dossier view:

In order for collaborator notes to be visible to the manager and admin, the collaborator must select "share comments" at the bottom of the review form



  • You can add or remove collaborators at any time before the cycle is closed. When collaborators are removed, their comments will persist but they no longer have access to the review.

  • Collaborators do not have any additional access to view the full dossier of the employee if they are not the person’s manager.

  • Collaborator notes are only visible to the collaborator, the manager, skip-level managers (if applicable), and your performance administrator. Your direct report will not see these comments if you decide to share your review with a direct report.

Export reviews to PDF

As a manager, you can download your direct or indirect report's review to PDF at any time.


Share your review and feedback

If your People team has enabled the ability to share, wait for guidance from your People team on when to share. Typically this is done following a calibration session, to ensure the final review is shared.

Share reviews and their received feedback with your direct reports using the steps below:​​

  • Navigate to Reviews

  • Select Performance reviews and find the cycle you're interested in sharing.

  • Navigate to the Sharing tab, locate the individual direct report, and select the Share icon on the right side of their listing


Once shared, your direct report will receive an email allowing them to access each of the questions from the review marked as "Will be shared." and/or any feedback marked as "Will be shared" if feedback is included.

If Review Acknowledgements have been included in the performance review cycle, your direct report will also be able to mark their review as acknowledged following the review conversation they have with you. It’s important to note that the ability to acknowledge a review is only made available if the review has been shared with the employee.

If your People team has not enabled the ability to share reviews, your manager dashboard will show that the share feature is turned off.

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