Performance Reviews happen twice a year, 2 quarters apart.

The cadence is in line with the financial year end of March 31st.

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<aside> 🤖 We run our Performance Reviews via Bob

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Why?

High-quality feedback and a clear pathway to growth unlock highly empowered, aligned and high-performing teams.

As a manager, one of your core success metrics is how your people are performing.

A Performance Review is a tool for you to zoom in on individuals, and then back out to the big picture of your team's overall performance.

How?

• Your reports will complete a self-reflection form
• Peer feedback will be provided for everyone
• You will combine this feedback with your assessment on the person's performance, progress against long-term goals and impact on the team OKRs over the last 2 quarters, to produce an objective and impactful manager review
• You are responsible for scheduling the Review Meeting once the written review is complete.

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Helpful reading about the power of well-done performance reviews

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How to use goals in performance review cycles

Goal viewing is enabled when conducting performance reviews using the goals side panel. This should empower you as a manager to make informed reviews without leaving the performance review screen.

Focus on agreeing and setting measurable goals for the next review period that link to the reports’ professional and personal development.