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

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 task list 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.

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

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

Select Nominate colleagues to provide feedback from the task and search for the people you’d like to nominate. When only peer feedback is included in the cycle (and not upward feedback), direct reports can not be nominated to provide feedback. Inversely, when only upward feedback is included in the cycle, only direct reports can be nominated.

Confirm nominations by selecting Send Nominations.

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

Some performance review cycles may have a limit on the number of peer nominations that can be submitted. Where this is the case you will only be able to select peers up until the specified limit which will be indicated on the page. This limit will not affect the number of direct report (upward feedback) nominations that can be selected.

If someone has requested feedback from you, you will receive an email and a task in your task list. 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.

You may be asked to write a self-reflection as part of the overall Performance Review process. 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 profile 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.

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.

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