Manager ratingsPerformance distribution
18 peopleDeveloping11%Meets expectations72%Exceeds17%
Performance reviews
Turn meaningful feedback into clearer progress
Run flexible review cycles, bring every perspective into one place, and give managers the context to hold better conversations.
Start free trial (opens in a new tab)Performance reviewsYearly 360 review
In progressCloses 30 SepYour review tasks3 need your attention
Amina OkaforManager reviewReady
Jon BellPeer reviewDraft
Elena RossiUpward reviewReady
Cycle progressParticipants
18 peoplePersonProgressPrevious ratingCurrent rating
Maya ChenProduct lead 3 / 3 completedMeetsExceeds
Amina OkaforEngineering manager 4 / 4 completedMeetsMeets
Jon BellCustomer success 2 / 3 completedDevelopingMeets
Elena RossiPeople operations 3 / 3 completedMeetsExceeds
One connected cycle
Make performance reviews easier to run and more useful to finish.
Give every participant a clear part to play, then keep the feedback and outcome together after the cycle closes.
Simple to run
Keep participants, tasks, deadlines, and completion visible from one review cycle.
Built around your team
Choose the perspectives, questions, cadence, and visibility that fit each review.
Every perspective connected
Bring self, peer, manager, and upward feedback into one considered packet.
Results that stay useful
Explore ratings and themes while keeping the evidence behind every conversation close.
Performance analysis
See the pattern without flattening the person.
Move from the distribution to the evidence beneath it. Compare perspectives, prepare calibration, and keep written context close to every rating.
Rating distributionManager reviews
18 responsesDeveloping11%Meets72%Exceeds17%
Question analysisWhere perspectives differ
Self · Peer · ManagerImpactCollaborationGrowth
Self454
Peers445
Manager544
CalibrationPerformance and potential
18 peopleFuture focus
High potential
Ready to grow
Developing
Core strength
High impact
Needs support
Steady contributor
Trusted expert
Manager experience
Give managers the context for a better conversation.
A review should not begin with a blank page. Bring goals, previous commitments, and the perspectives of others into a focused workspace for thoughtful feedback.
Relevant context, already present
Keep goals, previous reviews, and peer perspectives beside the questions they help answer.
A clear task for every participant
Show what remains, what is saved, and when each contribution is needed.
One packet for the conversation
Bring the completed perspectives together without making the manager reconstruct the story.
Manager reviewMaya Chen
Draft savedEvidence and reflectionWhat impact are you most proud of?
Maya clarified the product direction, helped the team make stronger trade-offs, and created space for others to take ownership.
Flexible review design
Build each cycle around how your team works.
Start from the outcome you need, then define the audience, perspectives, questions, schedule, and final visibility without turning the setup into a project of its own.
One-off or recurring cycles
Set the window and cadence that match the way your company works.
360-degree perspectives
Combine self, peer, manager, and upward reviews without giving everyone the same task.
Questions and visibility
Shape what people answer and when the completed review becomes visible.
New review cycleYearly 360 review
DraftChoose the perspectives in this cycle
Each participant receives only the review tasks that apply to them.
Self reviewEveryone reflects on their own work
Peer reviewSelected colleagues contribute
Manager reviewDirect managers evaluate performance
Upward reviewReports share manager feedback
Final packet visibilityParticipant and manager after People approval