AI Cycle Insights

Your primary goal with performance reviews is to help people improve: To learn from mistakes, and to build on strengths.

But all the feedback written by managers can serve more purposes. You can identify general themes that are on people’s minds, you can identify training needs, and also spot gender imbalances.

And of course you can check if anyone uses inappropriate language and needs to improve their game.

Identifying global patterns is important, but you can also dive deeper. The R&D department may have specific needs that Sales doesn’t have, and vice versa. Maybe junior staff get different feedback then seniors, and maybe you’d like to see if there’s a difference between genders?

You can use the powerful filtering options in the Search menu, and start your exploration on just the filtered reviews.

Feedback between managers and reviewees can overlap, and if many employees struggle with meeting deadlines, or speaking up in time, then a company-wide initiative that raises awareness at scale will achieve far more than 20 individual “secret”  training sessions.

We’ll hope that offensive behaviour has no place in your company. But something doesn’t have to be offensive to be inappropriate. Managers can cross the line without even intending to do so, even when being sympathetic with the reviewee. Regardless, this needs to be caught and managers need to be trained in time.