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Unified Performance Cycle Guide for Managers and Employees


You’re likely here because you’re taking part in a performance review cycle. In this article we’ll cover:

Overview

Depending on the settings your People team has selected, your performance review may include:

  • A nomination stage: The ability to nominate peers to give feedback on your performance
  • A feedback stage: The option to provide feedback on your peers’ and manager’s performance
  • A reflection stage: The opportunity to reflect and provide your point of view in the review process

These inputs will culminate in a performance review written by your manager, which may be calibrated with other managers and your HR or People team to ensure a fair and equitable review.

You will be notified via email and a task will appear in your Performance inbox with a due date for any action items you need to complete, such as nominating peers and providing feedback. You will receive reminders via email if you haven’t completed a step. 

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What to expect as a participant

Depending on how your People team set up the performance review process you may be asked to:

How to nominate

If you have been asked to nominate peers for feedback, you will receive an email as well as a task. 

Click Complete nominations from the task and search for the individuals you’d like to nominate. 

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Confirm nominations by selecting Send nominations. Note: your selections cannot be edited once you hit send. 

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Your selections will be sent to your manager who will take your nominations into account when selecting who to request feedback from. 

Tips on deciding who to nominate

If you’re having a hard time selecting who to nominate, consider people who:

  • You have worked extensively with. The more they’ve worked with you, the more useful feedback and context they’ll have.
  • Have different perspectives, whether because they’ve worked on different projects or where they are in the organization (e.g., your direct reports versus peers).
  • May have constructive feedback you can learn from.

Give feedback

If someone has requested feedback from you, you will receive an email and a task in your Performance inbox. To complete the request, click Give Feedback.

You can choose to decline the request if you don’t have feedback for them or haven’t worked with them in a while.

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On the right-hand side, you can flip between all of the colleagues who have requested your feedback. You can also review previous feedback and the individual’s goals in their profile on the side panel. If you are their manager, you will also be able to view their self-reflections and past performance reviews.Feedback.gif

Your responses will be automatically saved as you write. When you’re ready to submit, click Submit feedback to send the feedback to their manager.

TIP: Check out this video lesson to learn how to phrase effective feedback.

Write your self-reflection

You may be asked to write a self-reflection. This is an opportunity for you to give additional context to your manager about your accomplishments and for goals that were not met, insight into why that was the case.

To write your self-reflection, click Complete self-reflection from your Performance task list.

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Review previous feedback, self-reflections and goals, in your side panel to spark your memory. 

As you respond to the questions, your responses will be automatically saved.

When you’re ready, click Send to your manager to complete your self-reflection. Once sent, your self-reflection cannot be edited.

TIP: Check out this video lesson to learn more about the biases that can affect your self-reflection.

What to expect as a manager

Depending on how your People team set up the performance review process you may be asked to:

Request feedback about your direct reports

You will receive an email as well as a task in your Performance inbox. 

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If your company’s process includes nominations, you will be able to see if your direct report has completed their nominations in the Nomination status column. 

If they have, you will be able to immediately send feedback requests to their nominations. Or you can edit by removing their nominations or adding new colleagues.

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If they have not, or nominations are not part of your process, you’ll be able to search for colleagues to add.

Click Schedule requests to complete. Depending on how your People team has set up the process, your requests may be sent immediately or scheduled for when the feedback stage starts.

You can come back to this page and send more requests, in case peers have declined feedback, up until the end of the feedback stage.Request3.png

 

When deciding who to request feedback from, keep the same things in mind as you did if you nominated colleagues for yourself. Mainly:

  • Request from colleagues you know have worked closely with your direct reports
  • Make sure you have representation across the important projects your direct report worked on in the review time period
  • If your direct report is also a manger, be sure to request from their direct reports
  • Consider who may have perspective that you’re not privy to

Write reviews about your direct reports

With input from peer feedback and your direct report’s self-reflection (if those are included in your company’s process) you will then write your review.

Click Complete review from your performance task list.

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Your direct reports will appear on the right of your screen, along with the ability to view each employee's profile. Use the side panel to reference previous feedback, self-reflections, reviews, goals, or your private notes about them.
Your review responses are auto-saved as you write. You can jump to another review and respond in any order if you wish.
Until your administrator closes the performance review cycle, you can edit your responses even after you submit your feedback.
Questions that will be shared with the individual when you or your administrator chooses to share reviews are marked with Will be shared. 

TIP: Watch these video lessons to learn how to prepare for your review, how to avoid the biases that can affect them, and tips for delivering your review live.

Once you have reviewed your team, you will have the opportunity to see all employees reporting up to you (both indirect and direct reports). 

Add Collaborators

Need help completing your review? Culture Amp lets you collaborate with another person on your review to ensure your feedback is timely and actionable.

To add a collaborator:

  • From the performance review dashboard, find the individual and select the three dots icon
  • See current collaborators and search for users to add new collaborators. 

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After adding collaborators:

  • New collaborators will receive notifications via email and in their Inbox.
  • Once given access, new collaborators can comment on each question within the review.
  • You can add or remove collaborators at any time. When collaborators are removed, their comments will persist but they no longer have access to the review.

​Collaborator notes are only visible to you (the manager) and your administrator. Your direct report will not see these comments if you decide to share your review with a direct report.

Export reviews to PDF

As a manager, you can download your direct or indirect report's review to PDF at any time.download_pdf.png

Share your review

If your People team has enabled the ability to share reviews, wait for guidance from your People team on when to share your review. Typically this is done following a calibration session, to ensure the final review is shared. 

Share reviews with your direct reports using the steps below:​​

  • Navigate to My direct reports
  • Select Performance reviews and find the cycle you're interested in sharing.
  • Locate the individual direct report and select the arrow icon on the left side of their name

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TIP: You can share reviews with your entire team by clicking on the arrow icon to the left of the column marked Employee. This will show the questions that will be shared, but will not generate a preview.

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Once shared, your direct report will receive an email allowing them to access each of the questions from the review marked as "Will be shared."



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