Roadmap and Recent Launches

We’re rolling out a new Talent Box view to the Performance Reviews module.

Alongside existing charts and graphs, it maps employees across two axes like potential and performance, or any two numeric measures from your reviews. This can help you detect outliers and inconsistencies in how mangers assess people, and highlights staff who otherwise slipped under the radar (for better or worse).

By selecting questions with more than 3 possible answers, you’re able to build more complex diagrams (3×4, 5×5, etc). Below, we mapped the overall rating versus the Keeper Test: Who are the employees with good ratings whom managers wouldn’t want to keep regardless, and who are the employees that should be kept despite having low ratings at the moment?

As with all other charts, admins can view the entire company, and managers can view their direct and indirect reports.

You can use filtering in the table below to drill into any combination of department, tenure, or gender you want. Filtering also works the other way around: Just click on a cell to display those people in the table below.

Or click on any of the employees to view their Performance Review directly.

Learn more in our help center.

We’re now offering the ability to upload your company background info like policies, company values, career matrix and more, so that our new AI Coaches can take these into account. Starting with the Review screens and a general workspace, you can either use our prebuilt Coaches, or copy and fine-tune them any way you like down to the very prompt.

Learn more on the feature page or watch the video below:

The Review Outlier Detection, introduced in May, originally looked only at outliers in the overall rating. We’ve now extended it to take into account all reviewers’ answers to numerical questions  too. This way it can help customers not using the overall rating, and customers who combine the overall rating with additional questions.

So if you’re using questions around potential, promotions, performance, or for instance a Keeper Test, this is for you!

Learn more in our documentation, or watch the video below to get a brief overview:

In between larger feature work we love to clean up the house a bit. This time around, we polished the user-settings screen, streamlined the 1:1 page, and the resources-sidebar now displays content inline rather than overlaying the screen you’re on. New drag-handles allow you to resize the sidebar to your needs.

We’ve simplified how you navigate Small Improvements.

• The Employee/Admin toggle is gone. Too many admins kept stumbling over it.
• Admin-level content like review cycles, templates, and company-wide settings now live directly inside each module (for example, head to Reviews → Company to manage cycles and templates).
• Global configuration such as Automations, Integrations, Insights, and Directory have been consolidated under Settings and People, so everything has a logical, predictable home.

While at it, we’ve moved some admin section fields between screens, making them easier to find.

When you’re managing hundreds of performance reviews, hidden bias can slip through unnoticed. Our new Outlier Detection feature automatically surfaces statistically significant rating patterns across groups — by location, tenure, gender, team, manager, and more — so you can spot fairness issues in seconds. Instead of manually combing through spreadsheets, you’ll see exactly where ratings deviate from the cycle average and why it matters, backed by data science best practices.

Over the past months we’ve gradually improved the charting capabilities above the Performance Review table, allowing you to get insight and share charts without having to resort to external tools.

What’s new:

Flexible metrics Choose what you want to display: Review Status, Overall Rating, or any scored review question (such as a sliding scale or multiple choice).

Grouping and sub-grouping Break down results by Department, Location, Gender, and other key attributes to compare performance across your organization. You can also layer a second grouping on top, such as comparing gender distribution within each department.

Averages and score distribution For numerical values like ratings, toggle between viewing the average score per group or a full distribution, showing how scores are spread across the range rather than collapsed into a single number.

Linked chart and table filtering Charts update automatically when you apply table filters, so your visuals always reflect exactly the data you’re looking at. You can also click directly on a chart to filter the table below, making it easy to drill into specific groups.

The new chart view is compact by default and can be minimized entirely, so your review table always remains close at hand.

Our Pulse Survey feature is now undergoing a total overhaul, and we’re approaching it incrementally. In this first step, we’ve fixed several smaller bugs and UI glitches, and have added an important new grouping option: Group by Performance Rating. This can then be used to spot unhappiness on the Heatmap and on the timeline charts:

For those who don’t use overall ratings, you can also group by the Rated Questions in your reviews. So if you’re employing the Keeper Test for instance, this is now also an option.

Available to all customers on Grow and Elevate plans, and on legacy plans Gold, Unified and Suite.

Small Win: In case your 1:1 partner was praised or received feedback since your most recent 1:1, we now show a little reminder underneath.

The review forms in calibration cycles have caused questions: Displaying both pre-calibrated and calibrated ratings at the same was requested by some customers but disliked by others. We’re now by default only showing the “current” one, and have cleaned up the admin screens a fair bit too. Learn about the updated process in our Help Center.

Sometimes overall ratings don’t paint the full picture, and review forms can benefit from “rated questions” like the Keeper Test, or a Promotion Recommendaiton. We’re evolving our reporting screens, and you can now use these questions to filter and group for more granular insight – also in combination with ratings or departments for instance.

You add these columns via the “Columns” menu, selecting “Manage” at the end:

You can then select which questions from a review will be included, and you can give them a short name too:

In addition to the recently launched Summaries, you can now check for Inappropriate Language, Gender Imbalances and get practical advice for Group Trainings.

We added an easy but powerful improvement to encourage clarity in Key Results. Target Dates help the author focus on what is truly achievable in a timeframe, and the Objective Coach will of course take these dates into account too.

Additionally, Key Results can now we reshuffled and they are always editable, not just when the Objective is edited.

We’ve entirely overhauled the writing assistant for Reviews and 360s, and it’s now also available for self-assessments.

The design is now more lightweight and allows parallel work on the content. In addition to writing suggestions it offers a “coach mode” that guides you towards making feedback more impactful and helpful.

Craft SMARTer goals with the help of our latest AI-powered feature, the Objectives Coach. It will prompt your employees to refine their objectives,  so that you don’t have to.

You’ll find the coach on your own current(!) objectives and on the objectives of your team members.

Running multiple cycles in parallel? Curious about a team’s performance trajectory over time? Now you can consolidate the results of several review cycles into one unified report, with advanced filtering and sorting options to help you slice and dice your data according to your needs.

Get AI insights for your entire review cycle, or for select reviews, like for a department or for a location. Learn more on the feature page.

You can now see your team’s and your company’s objectives at a glance, and apply powerful filtering and grouping to get the bigger picture quickly.

Your Review dashboard now boasts powerful filters and grouping. Easily spot patterns and gaps across teams, departments, tenure, or demographics. See where your people shine and where more support is needed.

Confidential 360 Questions help teams share honest feedback safely, so you can strike the right balance between transparency and psychological safety. Customize your questionnaire with confidential questions whose answers will be hidden from the employee.

Your PDF Exports just got a refresh. They have a streamlined design and are faster than ever before.

Make sure your employees never skip a question. Questions can now be made mandatory in Anytime Feedback and 360 Reviews.

We’re excited to launch a streamlined design and improved navigation. Together, they will make SI more intuitive and prepare us for future improvements.

Stay accountable and productive in meetings by carrying over unchecked talking points.

Become an Action Hero with our newest feature, Feedback-in-Action. Now you can turn 360 feedback into an Objective with the power of AI. This new feature ensures feedback leads to progress, not just reflection.

We revised the team page to open the sidebar for quick access to all of an employee’s core data, and also included “dotted” team members to the page.

Cascading Objectives allow you to add Company and Group Objectives to Small Improvements so that everyone can work towards a shared vision. Add transparency and alignment to your organization by setting up a Cascading Objective cycle today.

Taking a summer vacation and still wanting to drive Feedback Initiatives? No problem. Automating Feedback is now a lot simpler with the merging of two of our favorite features. Find Automations in your Anytime Feedback feature to make your life a little easier.

Cycle timelines are a place for you to get useful information, fast. That’s why we made the Objective timeline nice and tidy so that you don’t have to waste time managing dates and deadlines.

A spring clean up is underway with some small tweaks that have a big impact. You will notice a cleaner UX throughout the app that makes it easier than ever to give and receive the feedback you need.

Small updates, big improvements. Our design just got a refresh. You’ll notice a more modern look on the home page and throughout the app.

Control how you want your organization to use AI features with the ability to disable self-service AI features using our new toggle in the Settings panel.

AI-generated Summaries allow Managers to view a synopsis of their Performance Reviews to identify key themes and easily follow up with their direct reports.

The beta version of the Manager Activation dashboard is designed to give Admins more insight into the activity and engagement of their organization’s managers. Easily track and analyze their effectiveness with their teams.

Admins can select participants for new review cycles using filters, which is quicker and more precise than selecting users manually from a list

Writing feedback just got easier with the help of our AI writing assistant. We designed our AI writing assistant to be a coach so that employees, managers and admin can learn how to create accurate and valuable feedback.

The Continuous Feedback widget on employee and Admin’s homescreens has been expanded to provide Praise suggestions and usage.

Streamline your 360 set up by selecting one of three different cycle types when setting up a new 360 cycle: Peer-to-Peer, Upwards Manager, and Full 360. Reviewers are nominated automatically based on the cycle type selected.

It’s now possible to run Pulse Surveys without purchasing the add-on package. You can run four Pulse Surveys per year.

Our new Continuous Feedback widget feature encourages teams to easily launch feedback requests from their home dashboard using smart prompts.

A new Automations trigger allows you to send follow-ups to managers or team members after a 1:1 meeting has occurred, for example with Anytime Feedback.

We’ve added in more scheduling options to 1:1 meetings Automations to make it possible for teams to refine when they meet.

Self-assessments are now available in 360s and Anytime Feedback.

Automated Reviews are now available in our Automations feature. Create cycles that repeat based on a template.

Feedback requesters can now nudge reviewers, speeding up the feedback process.

There is now an option to add all managers to review their reports during Quick 360 Review Cycles.

You can now group Pulse Surveys by employment type so you can learn about challenges part-timers (or full-timers) are facing.

Automations now support specific employees, empowering you to tailor automated actions to smaller groups of people.

Introducing Automations for HR  🎉  Enable automations to save time and supercharge your workflow. Learn more in our Help Center.

Default visibility for managers: HR now has the power to set default visibility for managers in Anytime Feedback, giving them greater control over information sharing.

Improved communication in calibration reviews: We will now send an automatic email notification to managers when they can begin sharing in a calibration review.

Introducing customizable templates for Performance Reviews and 360s. Create and update templates throughout the year as needed and launch a new cycle when ready.

Schedule reoccurring 1:1 Meetings in-app with our new Automations update. Apply a template to your automation to help save even more time and add structure to your meetings.

Need a record of all your meetings? Export your 1:1s for a history of all talking points, notes, and action items.

Decide which type of cycle you’d like to launch in Reviews by selecting the type when launching your cycle. A calibration review gives you advanced settings and a pre-calibrated rating option.

Set it and forget it! You can now send the 360 cycle kickoff email automatically.

Strategically tackle your action items with new tags for prioritization.

You don’t have to wait for a Performance Review to self-reflect. Anytime Feedback now supports self-assessments.

Need to update the visibility settings for all your past 1:1 meetings with someone? We’ve added a button that allows you to share them all at once. Learn more!

Level up your feedback with two new question types for Anytime Feedback.

We’ve upgraded and streamlined the navigation experience for HR Admins. Learn more about what changed.

Customize Anytime Feedback emails under the email settings page, allowing you to easily tailor these notifications to fit your team’s needs.

Individually-driven 1:1 Meeting templates are here! Now, anyone can create a template that will quickly generate the talking points they use the most. Learn more.

Our new Anytime Feedback dashboard includes completion and participation statistics, as well as new filtering options. Check it out.

Take some work off your plate and automate reminders in Performance Review cycles! Learn more.

Asking for and receiving feedback just became more effortless than ever. Our new Anytime Feedback feature encompasses requesting feedback and giving feedback into one easy, straightforward action. Learn more.

You asked, we answered. Now you can extend individual deadlines in a review cycle. Learn how!

We’ve made it easier to import and synchronize employee data. Our new integrations screen allows you to easily integrate with Workday or set up a custom user import.

Better understand your workforce by using our new hidden profile fields to track employment status and terminations. Learn more.

The Timeline sections in reviews, 360s, and objectives have a new look for summer. This includes updates to the review calibration process. Check it out!

Stay on top of management changes in Small Improvements. Managers will now receive a notification when someone assigns them a new report.

New time filters for 1:1 Meetings allow pages to load more quickly and efficiently.

We’ve created a new role called “Secondary Manager”. HR Admins can now grant Secondary Managers visibility into 360° Feedback, Objectives, and Performance Reviews. Learn more in our help center.

Tailor Small Improvements to your organization’s culture and needs with Custom Wording. Now you can easily update feature names and other language used throughout the tool.

Excited to share 360 feedback with your employees? Managers can now manually release feedback before the cycle deadline. Learn more!

Now any user can sign in with Google to login to their Small Improvements account from our login page, making it easier to access your account on the fly.

Looking to share meetings with people other than your manager? We’ve updated 1:1 Meetings so you can share them with anyone in your company under the visibility settings in your meeting. Click here to learn more.

Starting today, HR Assistants can launch new Pulse Surveys and view results for surveys that they have created.

We’ve made it easier to schedule future 1:1 Meetings. You can now select a date and time on the creation screen for a new 1:1.

Looking to export all of the feedback, performance reviews, and objectives for a specific employee? There is now a button on the employee profile page that allows you to do just that! Learn more.

Now all question types can be made into confidential questions. This makes it easier for managers to leave confidential feedback in linear, multiple-choice, checkbox, or drop-down answers.

Need to make changes to a pulse survey before it goes out? Now you can edit and update existing surveys before they go out to employees.

We’ve tweaked the timing on Slack notifications for 1:1s. Employees are now notified 24 hours before an upcoming meeting.

Get more out of the 1:1 Meetings dashboard with a new filter for meetings with no added content. Analyze how often empty meetings are occurring or exclude them from your results completely.

HR Admins can enable Action Items on the meeting settings page. Instead of writing your to-dos notes on a post-it, create Action Items right in your meeting.

Looking to share Pulse Survey results with your team? You can now share results with any user regardless of admin permissions. Results and comments will be available to viewers. Read more in our Help Center.

Get answers when you need them by setting a deadline for monthly Pulse Surveys. This reminds your employees to submit in time their answers, so you can analyze responses and make adjustments before the next Survey.

As an HR admin, you can now set global visibility for content in 1:1 Meetings. As an employee, adjust these settings and decide who can see them.

Send automated reminder emails and/or Slack notifications for Pulse Surveys. Nudge your employees to complete a weekly, monthly, or quarterly Survey before the due date.