Help centre / People and records
Run one-to-ones, objectives, reviews and feedback
Keep regular one-to-ones, set objectives, run review cycles and gather feedback, all in one place.
What you'll need: Who you manage, When reviews are due, if your organisation runs them.
Performance keeps the conversations that help people do well.
More detail
For a new starter's probation, see Probation.
Hold a one-to-one
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Step 1: Open Performance, One-to-ones and plan the next one.
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Step 2: Add the topics, and any actions, each for one of you.
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Step 3: Afterwards press Mark as held, then Plan the next one.
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When a one-to-one has a time, you and the person each get a calendar invitation by email. If it moves, the invitation moves with it; if the series ends or the time is taken off, it's cancelled. To stop the invitations, untick Email for A one-to-one is coming up in Notification settings. A cancellation still reaches you, so nothing old is left in your calendar.
Set and track objectives
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Step 1: Open Objectives and press Add objective.
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Step 2: Say what it is and when it's due.
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Add key results under it if you like.
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Step 3: Press Record progress as it moves on, and Mark done when it's met.
Run a review cycle (HR)
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Step 1: Open Reviews and press Add a review cycle, choosing who it's for and the dates.
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Step 2: Press Launch.
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Each person and their reviewer are asked to fill it in.
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Step 3: Press Remind everyone overdue if some are late, and Close it when it's done.
Share several reviews at once (reviewers)
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Step 1: Open Performance, Reviews.
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Each review you've sent and not yet shared has a tick box.
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Step 2: Tick them and press Share ticked.
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Up to 25 are shared at a press.
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Each person is emailed that their review is ready to read, and its answers lock. To record the date you met, share it from the review itself instead.
Close reviews nobody has confirmed reading (HR)
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Step 1: Open a review cycle.
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Shared, not yet read lists them oldest first, with how many days each has waited.
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Step 2: Tick them and give one reason, kept on each review.
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Step 3: Press Close ticked unsigned.
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Up to 25 are closed at a press.
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Their reviewers can then sign them off, and HR can reopen one later. Nobody closes their own review unsigned: someone else in HR does it.
Check the ratings are fair (HR)
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Step 1: Open a review cycle.
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Rating spread shows each reviewer's overall ratings against the cycle's, flagged when someone who has rated at least three people rates well above or below the rest.
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Step 2: Press See ratings for a reviewer, then Adjust on a rating that's out of line.
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Step 3: Choose the Overall rating and say Why, then press Adjust and tell them.
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The reviewer is emailed your reason.
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The person reviewed only ever sees the final rating. A review that's already been shared can't be adjusted, and HR can't adjust a rating they gave themselves: another HR person must.
Decide what follows from the reviews (HR)
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Step 1: Open a review cycle.
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What follows: to decide lists every training need, promotion and pay change proposed in its reviews.
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Step 2: Tick the ones to decide, then press Accept ticked or Decline ticked.
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Up to 25 are done at a press.
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Step 3: Under What follows: to add to their training, tick the required courses you accepted and press Add ticked to their training.
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An accepted pay change isn't applied from here: it waits for the pay review round. Anything already decided since you opened the page is named and left as it is. What follows from your own review isn't listed: another HR person or your reviewer decides it.
Ask for or give feedback
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Step 1: Open Feedback.
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Press Ask to ask colleagues, or Give feedback.
Stuck?
I can't mark a one-to-one as held
It can only be marked held on or after the day it happens.
I can't change the rating scale
A review cycle that's running uses it. Make a copy and change that.
Can a key result have its own key results?
No. Add it as its own objective instead.
Where are improvement plans?
Under Performance, Improvement plans.
More detail
Your own probation or plan
If you're in probation, Performance, Probation shows Your probation: when it ends, and anything your manager shares with you about it. If you're on an improvement plan, it's under Performance, Improvement plans.
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