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.

This workflow is defaulted to 2 steps, but you can configure up to 6 steps depending on your review process. Each step can be assigned to an Employee, Manager, or Admin, with the next step only starting once the previous step has been completed. Click here to learn more about configuring review steps.

You can also customise the screen variants used at each step, email subjects and messages, task titles, due dates, reminders, and final completion notifications to match your organisation’s review process.

You will be prompted to review the default configuration values before deploying the workflow.

Click here to learn more about configurable workflows.

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

Invited users receive an email and a To Do to complete:
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They will complete the answers, provide overall summary and sign off.

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.

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 Performance Questions. As well as their own Sign Off check box and date, Employees and Managers will have individual comment boxes for the following questions.

How effectively have you managed your tasks and responsibilities throughout the review period? Please provide examples of your achievements and any challenges you encountered.

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?

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?

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.

The Performance review workflow is defaulted to 2 steps:

Once the Employee completes their side of the review, the next step is to automatically send it to the manager to review and add comments.

You can configure the workflow to include up to 6 steps. Each step can be assigned to:

The next step only begins once the previous step has been completed.

2 Steps: Employee → Manager

The Employee completes their review, then the Manager reviews and adds comments.

3 Steps: Employee → Manager → HR

The Employee completes their review, the Manager reviews it, and HR provides final sign-off.

5 Steps: Employee → Manager → Employee → Manager → HR

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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).

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.

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.

Yes, just make sure you also edit the name in the configurations so that the workflow knows to send this screen instead.