Sweating an upcoming performance reviews? No need to panic, we've built a Performance Review feature that's incredibly simple to use. We're willing to be you don't even need to read this documentation, but for those looking for a little bit more detail we won't discourage you from reading on.
The Small Improvements approach to Performance Reviews focuses on ease-of-use. We want the focus to be on the results, not on learning the application.
(Psst...Managers & Administrators:) You can find documentation about tracking the Performance Review process here.
Article Quick Links
- Video Walkthrough
- Getting Started
- General Overview
- 2D Assessment Graph
- Writing your Self-Assessment
- Overall Rating
- Resources to help you
- Sharing and Signing
- Taking Private Notes
Prefer video to text? We've got you covered.
You'll be notified by email when it's time to get started. Just click the link in the email. This takes you straight to your Performance Review.
You can also log in and find a reminder on the homepage:
Or, from the "Your Reviews" view:
The Performance Review consists of your self-assessment (on the left-hand side of the "form"), and your manager's assessment of your work (on the right). We put both onto the same page to make everyone's life easier. Above the review you'll find the timeline, and underneath you'll find some tabs that give you quick access to feedback and objectives already stored in the system. All in one place and you don't have to leave the page.
What happens when I start my self-assessment? Who can see it?
Initially, everything you write is private. The same applies to your manager's assessment of you, so the right-hand side starts covered by an overlay. You can write your review all in one go, or in chunks over time. Nobody but you can see how you go about it, not even HR, until you decide to share your self-assessment with your manager.
At the top of the screen, you will find information about the timeline of the review process. This is defined by your HR Admins. There may be some additional information from HR as well. We suggest you don't do your Performance Review all in one day — it's a good idea to let the review sit for a while after you write it, and revisit it after a few days have passed. Be sure you don't wait till the day before it's due to start!
The timeline only shows the first time you open the review, after that you can open it manually. You can also print the Performance Review.
The 2D assessment graph
If enabled by your company, the first part of the Performance Review is a 2D graph that lets you self-select your performance in a visual manner. Simply place the dot using your mouse. Your manager will do the same, and you'll quickly find out if you're aligned.
The default scales for the axes are "Results" and "Behavior". The higher you place the dot, the better you think you've achieved your goals and executed according to your job description. Behavior typically represents "soft skills." So if you've been great about helping coworkers out, mentoring junior staff and living the company values, you should place the dot in the far right.
Hint: Every company can define their own axis descriptions. Or your company may want to disable the 2D chart altogether.
The written self-assessment
This is the most important part of the Performance Review. HR Admins can define what questions to ask and how many questions there are in total. For example, it may look like this initially:
Consider your responses carefully. There's no need to write a novel, but a offhand response with three one-line bullet points is certainly not an adequate representation of your work achievements either. If you haven't received specific instructions from HR, we'd suggest thinking about the self-assessment for half an hour first, and then spending around an hour or two writing and fine-tuning.
How much time should I spend?
We recommend spreading out the process over two days, so you can double-check your self-assessment before you share it with your manager.
You are able to use our Rich Text Editor (RTE) to assist in highlighting your text additionally with bullet points, hyperlinks and general text formatting! Check out some options in this quick animation:
The last bit of the self-assessment is a overall performance rating. As with the 2D chart, this feature can be switched off by your company's HR team, or it can be customized to include multiple options. This is also where you can rate your overall performance on a scale, e.g. from "superb" to "needs improvement." With each rating level you'll alsosee a short explanation when you select it in the drop-down.
Note: It is also possible for your HR Admins to select ratings per topic. So don't be surprised if you see a rating per question, as your HR team might want both a qualitative and a quantitative answer for you in each section.
Resources to help you write your self-assessment
To help you with your review and refresh your memory of past accomplishments, there is a resources section at the bottom of the Performance Review page.
For instance, the tabs list your objectives, provides access to previous Performance Reviews and peer 360-Degree Feedback. It also displays any continuous feedback you sent and received.
If your company uses other products like Bonusly, we'll also display your activity streams from those products here, helping you remember all the things you worked on.
Sharing and signing the review
While your self-assessment is private to you at first, you'll need to share it with your manager at some point. Maybe this will be before before the Performance Review meeting, maybe after. It depends on your company's setup. Just press the "share" button when you're ready.
Once you push the share button, your manager will receive an email notification. The mail contains the link to your self-assessment, but not its contents. You can keep editing the review before they checks it out, but every edit you make after sharing will trigger an email notification to her. That way, if they have already read it, they'll know to go back into the system and read the modified version.
Once you've shared the review, you will see an "Un-share" button in place of the share button. So if you change your mind after sharing, you can hide the review again, work on it further, and then share it again when you're sure you are ready.
What happens next?
Once your manager shares her assessment of your performance with you, you will get an email notification. You'll be able to see what she has written about you on the right side of your performance review page. Now both of you can keep fine-tuning your reviews until you agree the review is complete.
When do I sign?
After both the self assessment and manager assessment have been shared, you can sign off on the completed version using the "sign" button. This puts the review into a protected read-only mode, which means you're done! Only an HR admin will then be able to revoke a signature and make the review editable again.
Taking private notes
As long as your Performance Review hasn't been shared, anything you write remains private. But if you want to keep working on your review after you share it with your manager, you may still want a space to jot down notes and get your thoughts organized privately, without worrying that your manager can see the process. There is also a place to jot down a private note and draft new thoughts after you've shared — just click the slightly hidden "Private Notes" link, and an additional input field will appear.