Our performance workflow allows admins to initiate the performance cycle for either all employees or selected individuals. Deploying this workflow introduces an additional set of screens featuring predefined questions for both the employee and their manager to complete, focusing on various aspects of the employee’s performance.

These tasks are delivered via the to-dos area to ensure visibility and timely action. All responses can be fully reported on, providing valuable insights. This is beneficial as it promotes a consistent, structured approach to performance reviews, encourages meaningful reflection, and enables data-driven decision-making.

This workflow also comes with a screen to log Goals, and another for 1-2-1 meetings.

To explore and compare the different versions of our Performance and Mid-Year Review workflows, and see what you can do with each based on your package tier, please click here.

Admins begin a performance cycle by selecting all or specific employees, and choosing 'Start Performance Cycle'.

Step 1: Invited users receive an email and a To Do to complete:
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Step 2: Managers will receive an email and To Do to complete their sections when the employee has saved. They will be able to view but not edit the employee's side of the review.

Step 3: The employee will receive the managers answers to review and can then complete their sign off:

Step 4: The manager will add final comments and sign off:

Once the manager completes, the employee will receive an email confirmation, letting them know they can see the full review in their Profile.

Below is the list of the pre-defined Performances Review Questions for step 1 and 2.

Question 1: Task Management and Quality of Work
How effectively have you managed your tasks and responsibilities throughout the review period? Please provide examples of your achievements and any challenges you encountered.

Question 2: Collaboration and Communication

How have you contributed to team projects and fostered collaboration within your team? Can you discuss any instances where you effectively communicated with team members to achieve common goals?

Question 3: Problem Solving and Adaptability

Describe a challenging situation you faced during the review period and how you approached it. How did you demonstrate resilience and adaptability in overcoming obstacles or finding solutions?

Question 4: Professional Development

What steps have you taken to enhance your skills and knowledge during the review period? Have you pursued any training opportunities or self-improvement initiatives to further your professional development?

Reflecting on your performance over the review period, how do you evaluate your overall performance? What are your strengths, and in which areas do you see opportunities for improvement? Additionally, what are your goals for personal and professional growth moving forward? You can track any ongoing agreed Goals through the Goals screen.

This workflow comes with predefined questions and set permissions.

You have the ability to edit these questions using the Screen Designer. When making changes to the fields on this screen, it’s important to also update the Screen Variants.

Click here for an article on how to create or edit a screen, and scroll to the bottom of the page to learn more about Screen Variants.

This workflow is available for organisations on the Elite and Enterprise tier. You can find it in the Workflow Hub.

When you deploy it, a Performance screen will be added to the Employee Profile template - unless one already exists with the exact same name.

If your organisation already has a screen with this name, a new one will not be created. You can either rename/delete your existing screen, or you may just need to update it slightly to match the below requirements in order for the workflow to function properly (see the list below).

When a screen is automatically added during workflow deployment, all required fields, permissions, and best-practice recommendations are included by default.

This section only applies if you already have this screen or plan to customise the preloaded version. It outlines which elements must remain unchanged for the workflow to function correctly.

We advise for this screen to not be editable under any non-admin permission schemes. Once someone has completed their side of the performance review, their answers and name should not be edited.

Anything that needs completing will be done so within the task, therefore this screen can be read only for employees and managers if they want to review for future reference.

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When an employee holds multiple job roles with different managers, all relevant managers will receive an email notification. Each manager will see a shared 'group' to-do item for completing the form; however, only one manager needs to complete it. Once the form is submitted, the to-do item will automatically be removed from the other managers’ task lists.

If you're on the Elite Tier and have access to the Screen Designer, you have the ability to edit these questions. When making changes to the fields on this screen, it’s important to also update the Screen Variants, as this is what defines which part of the review we send to who.

Click here for an article on how to create or edit a screen, or scroll to the bottom of that article to learn more about Screen Variants.

The workflow relies on this specific screen name and the variants linked to this screen. If the name is changed, the workflow will no longer function.