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:

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.

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.

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.

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

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.

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.

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.

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

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:

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.

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.

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.

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.

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

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:

After adding collaborators:

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

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

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:​​

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.