This kit is designed to help organizations successfully launch Teamflect Reviews and prepare employees and managers for more meaningful, consistent performance conversations.
The Reviews module brings performance evaluation, self-reflection, manager input, goals, feedback, development planning, and follow-up into one structured process; helping organizations move beyond simply completing review forms and turn reviews into conversations that support performance and growth.
This article includes ready-to-use communication templates, rollout guidance, FAQs, example use cases, and adoption recommendations to help employees and managers understand why reviews matter, what is expected of them, and how to get value from the process.
Recommended Timing
This kit is best used:
Before launching your first Teamflect review cycle
When moving an existing performance review process into Teamflect
Before annual, mid-year, quarterly, or probation reviews
When introducing self-reviews or manager reviews for the first time
When changing your existing review process or templates
When relaunching Reviews to improve participation or review quality
Before communicating the launch, admins should configure and test the review template, confirm the review flow, questions, visibility, goals, calibration, development planning, and signature requirements that apply to their process.
Teamflect supports different review flows, so the employee experience may differ between organizations.
What's Included in This Kit
This kit includes:
Employee launch email
Manager-focused communication
Teams announcement copy
Example use cases
"Why are we launching this?" messaging
Suggested FAQ
Suggested adoption pulse survey
Rollout timeline recommendations
Related Resources
Attachments
1. Employee Launch Email
Scroll to the bottom of this article to download.
2. Manager Communication
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3. Teams Announcement
🎯 Performance reviews are moving to Teamflect!
Your next performance review will take place in Teamflect, giving you one place to reflect on your performance, discuss progress with your manager, and plan what's next.
Depending on your role in the review, you may be asked to:
Complete a self-review
Review progress against your goals
Provide a manager evaluation
Discuss strengths and development areas
Agree on future goals and next steps
Sign your completed review
✨ Don't think of your review as just another form to complete. Use it to prepare for a meaningful conversation about your performance and growth.
Keep an eye out for your Teamflect notification when it's time to get started.
4. Example Use Cases
Annual & Mid-Year Performance Reviews
Run structured performance evaluations that combine employee self-reflection with manager input, ratings, comments, goals, and development planning.
Goal-Based Performance Conversations
Bring employees' Teamflect goals directly into reviews so performance conversations can connect outcomes with the objectives employees have been working toward. Admins can control which goals appear and how participants evaluate them.
Development-Focused Reviews
Use the review process to identify development priorities and create goals for the next period. Teamflect can also provide AI-generated development goal recommendations based on review content when that functionality is enabled.
Probation & New-Hire Reviews
Create structured checkpoints during an employee's first months and automate probation review cycles so important milestones aren't dependent on manual administration.
360-Informed Performance Reviews
Bring 360-degree feedback into the review process to give managers a broader perspective on employee strengths and development areas. Where enabled, AI can summarize multi-source feedback to make recurring themes easier to identify.
Calibration
Use calibration before results are released to help HR and leadership review ratings across employees, managers, or departments and support greater consistency in performance evaluations.
Performance & Talent Decisions
Use structured review data, including scores and 9-box results where configured, to support broader talent conversations and reporting. Teamflect's Reviews reporting supports analysis by cycle, department, location, reviewer, reviewee, status, and other attributes.
5. Why Are We Launching This?
Performance reviews are most valuable when they create clarity, alignment, and meaningful next steps.
Without a structured process, performance conversations can become inconsistent, overly focused on recent events, or disconnected from employees' goals and development.
Teamflect Reviews helps bring the different parts of the performance conversation together so employees and managers can:
Reflect on achievements and challenges
Compare employee and manager perspectives
Connect performance discussions to goals
Recognize strengths and contributions
Identify development opportunities
Create clearer expectations for the next period
Document outcomes and follow-up actions consistently
For HR teams, a structured review process also makes it easier to monitor completion, identify bottlenecks, analyze performance trends, and maintain consistent records across the organization.
The goal isn't simply to complete more reviews. It's to make each review a better performance and development conversation.
6. Suggested FAQ
What is Teamflect Reviews?
Teamflect Reviews is a structured performance review experience where employees and managers can complete evaluations, discuss performance, and document outcomes in one place.
What will I need to do?
That depends on your organization's review process and your role. Employees may be asked to complete a self-review, while managers may be responsible for completing the manager portion of reviews for their team. Additional steps can include calibration, discussion, signatures, and finalization.
Where can I find my review?
Go to the Reviews module in Teamflect. Employees can find assigned reviews under Reviews About Me, while managers can access reviews for their team through the relevant team view.
What should I include in my self-review?
Focus on meaningful examples from the review period: achievements, challenges, progress against expectations or goals, lessons learned, and areas where you'd like to develop.
Where your review includes goals, use them as evidence to support your reflection rather than relying only on recent events.
Can my goals be included in my review?
Yes, if your organization has configured the review template to include them. Teamflect can bring relevant goals from the Goals module into the review for employees and/or managers to evaluate.
Can I use AI to help write my review?
If enabled by your organization, Teamflect's AI can help refine existing review responses for clarity, tone, and conciseness while preserving the meaning of the original response. Organizations can also restrict this functionality based on their review policies.
Can reviews include feedback from other people?
Depending on your organization's configuration, 360-degree feedback can be incorporated into reviews to provide additional perspectives from peers, managers, direct reports, or other feedback providers.
Can I see my manager's answers immediately?
Not necessarily. Visibility depends on your organization's review flow. For example, your manager's responses may be released after their evaluation, after calibration, or during the discussion/finalization stage.
What does signing my review mean?
If signatures are part of your organization's process, you'll be prompted to sign at the appropriate stage. Signature requirements and signing order can be configured by your administrator.
Can I edit a finalized review?
No. Once a review reaches the Finalized state, it becomes a locked record and can no longer be edited. You should contact your admins to change your review's status.
7. Suggested Adoption Pulse Survey
Recommended Timing
1–2 weeks after the first review cycle has been completed.
Suggested Questions
How easy was it to complete your review in Teamflect?
Were the review questions clear and relevant to your role?
Did the self-review help you reflect on your performance before meeting with your manager?
Did the review help you better understand your strengths?
Did the review help clarify your development areas?
Did you leave the review conversation with clear next steps?
Did you understand what action was required from you at each stage?
How useful was having goals or other performance information available within the review?
What part of the review process was most valuable?
What would make your next performance review more useful?
For managers, consider adding:
Did Teamflect help you prepare for your performance conversations?
Did the review structure make it easier to provide balanced, specific feedback?
Did you leave each review with clear development actions for the employee?
8. Suggested Rollout Timeline
Timing | Recommended Action |
2-3 weeks before launch | Finalize the review template, questions, participants, review flow, goals, visibility, calibration, and signature settings |
1-2 weeks before | Send managers guidance on expectations and how to prepare |
3-5 days before | Send employee launch communication explaining the purpose and process |
Day 1 | Launch the review cycle and share the Teams announcement |
During self-review | Reinforce the deadline and share tips for meaningful self-reflection |
Manager review stage | Remind managers to use specific examples and prepare for the review conversation |
Discussion/finalization | Encourage managers to discuss results before closing the process where your review flow allows it |
After completion | Turn development areas into goals/actions and communicate what happens next |
1-2 weeks later | Run the adoption pulse survey and review completion/process data |
9. Recommendations
For the best results:
Explain the purpose before explaining the process. Employees should understand why the review is happening, not just where to click.
Give employees enough time to reflect rather than treating the self-review as administrative work.
Train managers on review quality, not only Teamflect navigation.
Encourage specific examples and evidence rather than vague ratings.
Use goals and relevant feedback to reduce recency bias.
Make the review discussion a meaningful step rather than rushing directly to finalization.
End reviews with clear development actions or goals.
Monitor completion throughout the cycle instead of chasing everyone at the deadline.
Teamflect's reporting can track the review process from creation through self-review, manager submission, signature, and finalization, making it possible for admins to identify where cycles are getting stuck.
10. Attachments
Use the following ready-to-use communication templates as part of your Reviews rollout.
Employee Launch Email
Manager Communication
You can customize these templates to match your organization's tone, culture, survey strategy, and internal communication style.