Performance reviews are a vital part of fostering growth, providing feedback, and aligning goals for your team members. As a manager, completing reviews in Teamflect is a straightforward process that ensures your evaluations are clear, constructive, and actionable. Follow this guide to complete a manager review.
Note: This guide outlines the steps for a generic review to be completed since every template/form may include different sections, questions, requirements, etc. If you have specific requirements from your people, please pass them along internally.
Step 1: Access the Review
Log in to your Teamflect account.
Navigate to the "Reviews" section from the dashboard.
Under the "Reviews about my team" tab, locate the review for the team member you want to evaluate by clicking on the ''See reviews'' button.
Click on the ''see review'' button next to their name to open the form.
Note: Look for the reviews that are in the "waiting for reviewer" stage.
Step 2: Review the Employee’s Self-Assessment (if applicable)
If the employee has completed a self-review, it will be available for you to view. (Sometimes, reviews do not have a self-review for the employee to complete; if that's the case, please just focus on providing your comments for the questions offered to you.)
Take Notes: Read their responses carefully to understand their perspective on their performance, strengths, and challenges.
Step 3: Complete the Manager Review
Provide Ratings:
For each section (e.g., competencies, goals, other questions), assign ratings based on the provided scale.
Be consistent and fair in your assessments, using specific examples where possible.
Write Comments:
Share feedback for each area, highlighting the employee’s strengths, key achievements, and areas for improvement.
Use specific examples to make your feedback more actionable and relatable.
Review Attachments:
Check any supporting documents or evidence submitted by the employee to ensure your assessment is well-informed.
Note: Please remember that you must fill out all the required questions to submit your form. Additionally, while the left-hand side shows you the employee's comments, you may give your comments/ratings on the right-hand side.
Step 4: Add Future Goals (if applicable)
Use the review to align the employee's development plan by adding or updating goals:
Short-Term Goals: Tasks or skills to focus on in the next review period.
Long-Term Objectives: Areas for career growth or significant projects they should target.
Link goals to sub-goals, parent goals, or tasks for clear tracking and progress measurement.
Step 5: Fill Out the Review Result Section (if applicable)
The Review Result Section is an integral part of the manager review process. As the manager, you are responsible for finalizing the overall performance rating and comments that shape the review outcome.
Provide an Overall Performance Rating:
Use the rating scale provided to assign an overall score reflecting the employee’s performance for the review period.
Base your rating on a holistic view of the employee’s contributions, taking into account their self-review, your observations, and supporting data.
Leave Overall Comments (if applicable):
Write a summary that ties together your detailed evaluations from earlier sections.
Highlight:
Key accomplishments.
Major growth areas.
Future opportunities for the employee.
Keep the tone professional, supportive, and focused on growth.
Preview the Review Result:
Ensure that your overall performance rating and comments are consistent with the feedback provided in earlier sections.
Avoid discrepancies that could confuse the employee when they view the review.
Step 5: Submit
Review Your Input:
Ensure all sections are complete and the feedback is clear and constructive.
Submit the Review:
Once satisfied, click the "Release for discussion" or ''Release and Finalize'' buttons to finalize the review.
The employee will be notified and can review your feedback.
Understand Finalization Flows
Depending on your organization's review process, there are different options for finalizing the review.
When Calibration is Off:
You’ll see the following buttons when submitting the review:
Release for Discussion: Allows the review to be shared with the employee for discussion but not finalized.
Release and Finalize: Shares the review with the employee and marks it as complete.
Finalize: Finalize the review upon an interim 1-1 discussion.
When Calibration is On:
You'll see the "Submit for Calibration" button instead of finalization options. In this scenario:
A Third Party Reviews the Submission: A calibration supervisor (e.g., HR or leadership) will review the evaluation to ensure consistency and fairness.
Potential Feedback Loop: The calibration supervisor may send the review back to you with recommendations for adjustments before finalizing, or they may finalize the form directly.
Time Before Releasing Results: Once approved or adjusted and sent back to you (if applicable), you’ll have time to review the calibration feedback, make changes, and finalize the review before you share it with the employee.
Step 6: Schedule a Review Meeting with the Employee
Before finalizing the review, it’s essential to discuss it with the employee to ensure clarity, alignment, and a shared understanding of the next steps.
Use Teamflect’s Scheduling Tool:
Navigate to the "Meetings" section to set up a 1:1 meeting.
Choose a time that works for both you and the employee.
Prepare for the Meeting:
Add Teamflect to the meeting and present the review right within the meeting interface without sharing your screen.
Encourage Open Dialogue:
Use this time to discuss the employee’s performance, celebrate achievements, and align on development plans.
Tips for Effectively Completing the Review Result Section
Be Objective and Consistent: Ensure your overall performance rating reflects the detailed feedback in the review.
Provide Context: Use the overall comments section to justify your rating and tie feedback together.
Think Long-Term: Focus on how the employee can grow and contribute further to the team or organization.