Why in a system and not in spreadsheets
One process instead of ten spreadsheets
Questionnaires, assignments, reminders and results are in one place. No forms sent by email, no answers collected across folders.
Comparable results
The same competencies and the same scale for everyone. When a grade comes with a description — "3 – meets expectations" — it means the same to everybody.
A conversation with substance
The manager receives a ready package with the results for the closing conversation, so it does not depend on impressions or memory.
From questionnaire to closing conversation
Competencies and scales
Decide once what is assessed — for example independence, cooperation and quality of work — and on which scale, with a description of every level.
Questionnaire template
Build a questionnaire from the competencies. The same template is reused across cycles, and you can preview how it looks to the person filling it in.
Cycle and assignments
A cycle is one specific round of reviews, for example half-yearly. In it you decide who reviews whom.
Completion and tracking
When the cycle is activated, employees receive their tasks. At any moment you can see who has submitted, who is in progress and whose deadline has passed.
Results and closing conversation
Results are produced from the submitted reviews. After a check you publish the report to the employee, and the manager holds the closing conversation.
Four types of review — together they make 360°
You choose which types to use. Combined, they give a fuller picture than a single grade from a manager.
Self-assessment
Employees assess themselves.
Employee review
The manager reviews the employee.
Manager review
Employees give feedback on their manager.
Peer review
Colleagues review one another.
Results you can show
- Aggregated results per person and per competency, with comparison.
- A check before publishing: individual comments can be hidden from the report while the grades stay in the calculation.
- A PDF report that you publish to the employee or share with the manager and the director.
- A final comment from the manager before publishing — if you want one; the step is optional.
- A report even when a review never arrives: it is built from those that were submitted.
What the employee sees
- My tasks
- Reviews to be completed.
- My reviews
- An archive of everything they have filled in.
- My results
- Published final reports.
- Closing conversations
- Conversation packages, for those who manage people.
Frequently asked questions
Are reviews anonymous?
That is your company's decision, made through how the cycle is set up. We recommend telling employees clearly, before you start, what will be visible to whom — the honesty of the answers depends on it.
How many competencies should a questionnaire have?
Enough for it to be completed in a reasonable time. Questionnaires that are too long produce superficial answers; in practice 8 to 12 competencies is the upper limit.
What if a reviewer leaves the company before submitting?
The employee is not left without a report. A report can be finalised without all reviews and is built from those that were submitted; at least one is required.
Who sees an employee's results?
The module administrator, the manager through the closing conversation, and the employee once the report is published. The report can also be shared with others, according to your company's rules.
Is the module included in Office Assistant?
Performance reviews are a premium module: it lives inside the HR module, but is contracted and billed separately. Get in touch and we will send you a quote based on your number of employees.