HR includes a full set of performance and engagement tools: review cycles, 1:1s, surveys, and training. Most of them surface for individuals under My Work, while HR managers run the programs from the HR module.
Review cycles#
A review cycle runs a performance review across your team. Create a cycle with its period and due dates, and choose which feedback you want — self, manager, peer, and skip-level. Add the people being reviewed (subjects), and the org chart automatically derives their self, manager, and skip-level reviewers; add peers by hand.
A cycle moves through a clear sequence:
- Activate — notify reviewers that their feedback is requested.
- Remind — nudge anyone who hasn't submitted.
- Close — stop accepting feedback.
- Finalise — per subject, roll the submitted feedback into a review on their profile that they can acknowledge.
My reviews#
When you're asked to give feedback, it appears under My Work → Reviews. You don't need any HR permission — being asked is your credential. Submit your feedback (a rating, strengths, areas to improve, comments) or decline. You only ever see your own submissions.
1:1s#
My Work → 1:1s is for one-on-one meetings between two people. Schedule a 1:1 with an agenda, optionally carrying over open items from your last one, keep shared notes, and jot private notes that the other person never sees. Only the two participants can see a 1:1.
Surveys#
Surveys gather engagement feedback — satisfaction, eNPS, and wellbeing. Surveys are structurally anonymous: responses carry no identity, and participation is tracked separately only so reminders can go to non-responders. A survey moves from draft to open (inviting everyone) to closed, and results are withheld until a minimum number of responses come in, protecting anonymity. Running surveys and reading results needs HR management; responding needs only an invitation.
Training#
Training is a catalogue of learning (courses, certifications, provider links) that you assign to people with due dates. Everyone sees and completes their own assignments; HR sees everyone's. Training can recur — completing a recurring assignment automatically queues the next round, so annual compliance training takes care of itself.
These tools share a design principle: individuals engage with their own performance and feedback through My Work, while managers run the programs from HR — and the sensitive parts (survey anonymity, 1:1 private notes, self-only review submissions) are protected structurally, not just by policy.