Performance management

• Objectives & Key Results (OKRs) — quarterly/annual goals set by each employee; measurable child KRs with weekly check-ins.
• 1:1 meetings — recurring manager-report syncs with agenda, notes, action items.
• 360 reviews — periodic review cycles where every employee gets feedback from self + manager + peers + reports.

All three live under a Review Cycle (e.g. "Q2 2026"). The cycle scopes OKRs, time-boxes 1:1s, and triggers the review window.

1. Open My objectives.
2. Click New objective. Aim for 3-5 per cycle. Keep titles outcome-shaped ("Grow MRR by 25%") not output-shaped ("Send more emails").
3. Add 2-4 Key Results per objective. Each KR has a target value and a unit (percent / number / currency / boolean).
4. Once a week, click Check in on each KR. Update the current value, pick a confidence (Green/Yellow/Red), drop a 1-2 line note.
5. Update the objective status (ON TRACK / AT RISK / OFF TRACK / ACHIEVED / ABANDONED) as the quarter progresses.

Open My 1:1s. As a manager, schedule a 1:1 with a direct report — type their employee ID, pick a datetime, jot the agenda. The report gets an inbox notification.

After the meeting, hit Edit notes to capture decisions and action items. Action items use a checkbox shorthand — prefix with [x] for done, [ ] for open.

1. Go to Admin → Performance.
2. Click New cycle. Name it ("Q2 2026"), set the cycle window and the review window (when reviewers can submit).
3. Click Open when ready — the cycle goes DRAFT → ACTIVE. Employees can now set objectives against it.
4. Open the cycle's detail page. Click Add reviewer for each (subject employee, reviewer user, role) triple. Roles are SELF / MANAGER / PEER / REPORT.
5. Each reviewer gets an inbox notification with a link to their assigned review page.
6. During the review window, reviewers answer 7 questions (3 ratings + 4 text). Save draft anytime; submit when ready.
7. HR can pull a per-subject summary (averaged ratings + all text responses) via the API today; a summary UI is on the roadmap.
8. Close the cycle when the window passes — assignments lock, history preserved.

Phase 25 ships a fixed default set; per-cycle question builder is a future enhancement.

• Rating (1-5): Overall performance, Collaboration with team, Ownership & accountability
• Text: Top 2-3 strengths, Areas to improve, Most notable achievements, Anything else

• Self reviews are visible to HR + the subject's manager.
• Peer / report reviews are aggregated — HR sees the data, but the subject sees only the averaged scores + anonymised text (no "Alice said X").
• Once submitted, responses lock. They cannot be re-opened by the reviewer.