Performance reviews and 360° feedback in one cycle

Collect self, manager, peer and upward input on shared deadlines, with the employee's OKRs, KPIs and 1:1 notes open next to the form.

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Performance reviews and 360° feedback in one cycle

Reviewer groups for every review cycle

Combine up to 10 reviewer groups in one cycle: self, manager, peer groups, direct reports, team lead and a reviewer from the employee profile, such as a project manager.

Peer nomination
Employees, managers and HR, HR alone or a profile field choose peers; employee picks can need approval.
Upward and team lead reviews
Participants by rule

Timeline

Review cycle milestones and reminders

Every cycle runs on its own dates, and reminder emails reach the people who have not nominated peers or submitted a review, 0 to 30 days before each deadline.

Step 1

Cycle starts

A kick-off email written for each reviewer group opens the review forms on the start date.

Step 2

Peer selection due

Employees, managers or HR complete nominations, with reminders to anyone who has not nominated yet.

Step 3

Reviews due

Reviewers with an unsubmitted form receive a reminder ahead of the deadline.

Step 4

Results shared

HR shares fully or partly submitted reviews with managers, or with managers and employees.

Step 5

Cycle finishes

The cycle closes on its end date and can be locked to stop further submissions.

Completion by reviewer group

The cycle page shows how many reviews each group has submitted, and HR sends a nudge to everyone pending in one group at once.

Questions

Question templates and competency frameworks

Review forms are built from your own competencies, rating scales, open questions, multiple choice and checkboxes, and the same templates are reused from one cycle to the next.

Competencies live in one library and can carry several questions describing day-to-day behaviour.

Write with context, share with control

Goals and performance data sit beside every form, and peer and upward groups each get their own anonymity and visibility rules.

Goals inside the form

OKRs from the review period appear in the form, each rated from No progress to Achieved objective.

Context beside the form

A side panel opens OKRs, KPIs, kudos, 1:1s and past reviews, within the reviewer's access.

Anonymity per group

Hide peer and upward reviewer names from the employee, their manager or both, set per group.

Who sees what, and when

Roles decide whose reviews a manager opens; each cycle decides if that is on submission or after sharing.

Results

Performance score, competency radar and 9‑box grid

A finished cycle turns into three views that HR and managers use to compare people, spot gaps between perspectives and plan development.

Weighted performance score

A score from 0 to 100 is calculated from the manager's competency ratings, with a weight for each competency and all weights adding up to 100%.

Competency radar by reviewer group

Average ratings per competency are drawn separately for self, manager, peer and upward reviews, which shows where views of the same person differ.

9-box grid from any two ratings

Choose two rating questions from the manager review, such as performance and potential, and see how many people fall into each cell, with the list of names below and an export to Excel or CSV.

Results sharing and 1:1 follow-up

A review can be linked to a 1:1 meeting where the manager and employee go through the results, and the cycle counts how many reviews have been discussed.

Shared results for the employee. After sharing, the employee sees scores and comments from shared groups, named or anonymous per settings.
Review history between cycles. Earlier reviews stay open in later cycles, so reviewers see progress since the last review.
Locked cycle. HR locks a completed cycle to stop submissions and can unlock it for corrections.