English
Review Cycles
Conversation-based assessment cycles, on a 1 to 5 scale.
Six stages of a cycle
A cycle moves in one direction; it cannot go back.
| Stage | What happens |
|---|---|
| Draft | HR prepares the cycle and picks participants. Not yet visible to employees |
| Self-review | Employees assess themselves |
| Manager review | Managers assess their reports |
| Calibration | HR aligns assessments across managers so standards are comparable |
| Complete | Final results |
| Cancelled | The cycle was stopped |
Each stage has its own deadline, and missed deadlines are flagged on the Cycles page.
Why there is a calibration stage
Different managers apply different standards without realising it. One gives a 4 for performance another would call a 3.
Calibration aligns them before the results are treated as comparable across teams.
Four tabs
| Tab | What it holds |
|---|---|
| My review | Your own self-assessment |
| Team | Assessments for your reports |
| Cycles | The list of cycles with their stage and deadlines — for HR |
| Calibration | Alignment across managers — for HR |
Employees: filling in your own review
The My review tab only holds anything once the cycle reaches the Self-review stage. Before that it is empty — not because you were left out, but because the stage has not opened yet.
Open Growth & Reviews → Review Cycles → My review.
Give yourself a rating, from 1 to 5.
Fill in Strengths — what you do well. Up to 600 characters.
Fill in Development areas — what still needs work. Up to 600 characters.
Fill in Development plan: what you want to take on before the next review — for example "lead one cross-team project".
Submit before the self-review deadline. Once the cycle moves on, the fields lock.
Write concrete examples, not character traits
The development plan is the part most often reopened when the next cycle starts — by you and by your manager.
A sentence like "want to be more proactive" cannot be checked six months later. "Lead one cross-team project" can.
Managers: assessing your team
The Team tab opens while the cycle is at Manager review. The fields are exactly the same as the self-review: a 1–5 rating, strengths, development areas and a development plan.
Only one thing differs, and it is deliberate: your report's self-review is shown alongside as you assess. You write while reading it, rather than from memory.
A large gap between your rating and theirs needs explaining
It does not mean either is wrong. But a two-point difference with nothing in the written fields to account for it reads as an unfair assessment, and the conversation that should have happened here moves somewhere else instead.
HR: creating and running a cycle
In the Cycles tab, click New cycle. Give it a name (for example "H1 2026 Review") and a scope — the whole organisation, or a single department.
Set the three deadlines: self-review, manager review and calibration. A missed deadline is flagged in the cycle list.
Once the cycle exists, manage its participants — add or remove employees one at a time. The cycle is still a draft and is not visible to anyone.
Move it forward with the advance button on the cycle card, following Draft → Self-review → Manager review → Calibration → Complete.
Advancing a stage closes the previous one
An employee who has not filled in their self-review can no longer do so once the cycle enters Manager review. There is no way to move a cycle back.
Check the list of participants who have not filled theirs in before pressing advance — once it passes, that person has no say in their own cycle.
HR: calibration
The Calibration tab shows every rating in a cohort together with its spread. What you are looking for is not a person but a pattern per assessor: whether some manager is systematically more generous, or harsher, than the rest.
Final ratings are set here.