What is the difference between Performance Reviews and 360 Feedback?
What is the difference between Performance Reviews and 360 Feedback?
Performance Review
A performance review is a formal assessment of an employee’s work over a set period, typically led by their manager. It evaluates goals, metrics, strengths, and areas for improvement.
Held annually, semi-annually, or quarterly
Led by the manager
Often linked to promotions, compensation, or development
360 Feedback
360 feedback collects input from multiple sources—managers, peers, direct reports, and sometimes customers—to provide a broader view of behaviour and impact.
Includes feedback beyond the manager
Focuses on collaboration, leadership, and communication
Used for development, not formal ratings
360 Performance Review
Combines traditional performance reviews with 360 feedback for a complete view of performance and behaviour.
Blends manager input with peers and self-assessments to evaluate outcomes and workplace interactions.
How It Works:
Manager Evaluation: Reviews goals, metrics, and impact
Peer Feedback: Adds insights on teamwork and soft skills
Self-Assessment: Employee reflects on performance
HR/Calibration: Ensures fairness across teams
What happens to performance data when a user is deactivated?
What happens to performance data when a user is deactivated?
Performance data for deactivated users is retained for three years.
Can admins change the retention period?
No, the three-year period is fixed.What if a user is deleted?
All performance data is permanently removed to meet GDPR requirements.
Can we pull a report on how many people completed their reviews?
Can we pull a report on how many people completed their reviews?
Yes, view the completion status on the Cycle Details page under Management.
You can also export the data for reporting or sharing.
Cycle dates, frequency & results
Why are there limitations when creating review cycles?
Why are there limitations when creating review cycles?
While unlimited flexibility may seem ideal, some product limits are intentionally in place to ensure a stable, efficient, and user-friendly experience. These constraints are purposeful and designed to:
Performance & Reliability: Maintain smooth operation at scale
Usability & Clarity: Prevent clutter and keep workflows simple
Data Integrity & Security: Reduce errors and safeguard data
Compliance & Technical Needs: Meet legal and system requirements
Cost & Sustainability: Control overhead and support ongoing improvements
These limits help the product stay scalable and effective. For needs beyond these defaults, customers can contact us for tailored solutions.
Does the system handle Manager and Team Changes during a Review Cycle?
Does the system handle Manager and Team Changes during a Review Cycle?
Manager Changes During a Cycle
If an employee’s Direct Manager changes mid-cycle, the new manager automatically gains access to the previous manager’s inputs.
Team Changes During a Cycle
Team updates are reflected in real time:
New team members are added to active cycles and can complete reviews.
Removed members lose app access to in-progress reviews, but data is retained.
Caution: Locking a cycle after the evaluation period preserves data integrity. It prevents changes due to org updates, ensuring accurate records and reliable analysis.
Is there an option to edit the review once it's submitted?
Is there an option to edit the review once it's submitted?
Edits After Submission
Participants can edit reviews after the due date to allow for late submissions or calibration adjustments.
No further edits are allowed once an Executive or Collaborator (e.g., HR) locks the cycle.
What do you suggest for mid-year evaluations? Should the same evaluations be carried out several times on different dates, or should there be more cycles?
What do you suggest for mid-year evaluations? Should the same evaluations be carried out several times on different dates, or should there be more cycles?
Choosing Between Reusing or Creating a New Cycle
It depends on your goals and desired structure:
Duplicate the cycle with new dates for consistency (e.g., the same goals or competencies)—ideal for mid-year and year-end reviews.
Create a new cycle for more flexibility and clearer reporting for different evaluation types (e.g., development check-ins) or participants.
TL;DR:
– Duplicate for consistent structure
– Create new cycles for different formats or audiences
Notifications
Automatic reminders: Do evaluation and cycle start dates trigger member e-mails?
Automatic reminders: Do evaluation and cycle start dates trigger member e-mails?
The product uses due dates only—there’s no set start date. Once a cycle is launched, participants receive automated notifications to begin.
For details on reminders and notification types, see the [Notifications section](add link).
Can reminders be sent to members who haven't completed their reviews?
Can reminders be sent to members who haven't completed their reviews?
Yes, participants receive reminders if their review isn’t submitted:
3 business days before the due date
On the due date
1 business day after the due date (if still incomplete)
These help keep tasks on track.
Can an appraisal be submitted without filling in all the fields, or will the system prevent us from submitting an appraisal if some fields are incomplete?
Can an appraisal be submitted without filling in all the fields, or will the system prevent us from submitting an appraisal if some fields are incomplete?
No, all fields must be completed to submit an appraisal. Optional questions may be supported in the future for added flexibility.
What notification channels are supported?
What notification channels are supported?
Notifications are currently sent via email and Slack. Microsoft Teams support is coming soon.
Direct Manager
Can more than one Direct Manager fill in a Manager review?
Can more than one Direct Manager fill in a Manager review?
Coming soon—assign a temporary manager for a cycle without changing reporting lines. They’ll have full review access, with only the latest version saved.
If no Direct Manager is defined, how is the process affected?
If no Direct Manager is defined, how is the process affected?
The employee can still submit their self-review.
Only Executives or Collaborators can assign peers.
Without a manager, no Manager review is submitted, affecting overall cycle completion.
Is there a way to upload direct managers in bulk?
Is there a way to upload direct managers in bulk?
Yes, bulk provisioning is available in Platform Settings.
What is the procedure if a former manager needs to complete the review for employees who no longer report to them?
What is the procedure if a former manager needs to complete the review for employees who no longer report to them?
A temporary manager assignment within a cycle is coming soon.
For now, update the direct manager in Platform Settings, then revert after the review. This allows the right person to contribute without blocking the process.
Is there a way to export all employee responses by person? I added questions to each review and want to identify trends to help prioritize training needs.
Is there a way to export all employee responses by person? I added questions to each review and want to identify trends to help prioritize training needs.
Yes, you can export all review responses. While you can’t export by the individual, you can filter by the employee in your spreadsheet.
This helps surface trends, training needs, and development insights.
Can an employee leave comments on the Manager's review or acknowledge the Manager's review?
Can an employee leave comments on the Manager's review or acknowledge the Manager's review?
No, employees currently can’t comment on or acknowledge the Manager's review on the platform.
Does a member only have access to their self-review and their manager’s review?
Does a member only have access to their self-review and their manager’s review?
Yes. Members can access:
Their self-review
Their manager’s review (once shared)
They can't view peer reviews or other employees’ evaluations.
Goals & OKRs
Will Objectives/OKRs be included in Performance management in the future?
Will Objectives/OKRs be included in Performance management in the future?
Yes, it’s part of our long-term roadmap, but there’s no confirmed timeline yet. Stay tuned for updates.
End of process
The self-evaluation and manager’s evaluation are completed, but the employee can’t see the manager’s evaluation. How can we ensure it’s visible to them?
The self-evaluation and manager’s evaluation are completed, but the employee can’t see the manager’s evaluation. How can we ensure it’s visible to them?
In Workleap Performance, manager reviews aren't visible to employees by default. The manager must manually share the review after submitting it. Once shared, the employee is notified and can view it in the app.
If the manager can’t share it, an Executive or Collaborator can:
Go to the Cycle Details page under Management.
Find the employee and click View.
Use your browser’s Print to PDF to export and share manually.
Pricing
What does the pricing look like if I want to get Performance?
What does the pricing look like if I want to get Performance?
Pricing Details
For general pricing, visit our pricing page.
For a custom quote, contact your Account Manager or reach out to sales@workleap.com.
What is the difference between the Add-on vs the Standalone product?
What is the difference between the Add-on vs the Standalone product?
Performance management began as an add-on to Workleap Officevibe with basic review tools.
It’s now a standalone product—Workleap Performance—offering a more advanced, dedicated solution.
For details or support, contact your Account Manager.