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?
Yes. HR admins can now mark individual questions as required or optional when creating or editing a review cycle. This flexibility allows for a more tailored review experience while ensuring that critical questions still receive responses.
Questions are required by default in the Cycle Builder. HR can adjust the settings when adding or editing a question and preview the optionality settings before launching the cycle.
The Review Form clearly marks optional questions that can be skipped without preventing submission. Required questions must be answered to complete the review.
In the Review Summary, optional questions are indicated so it's clear which ones may have been skipped.
Changes to a question's required/optional status after a cycle has launched do not affect responses already submitted. 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?
You can assign a temporary Direct Manager for a specific review cycle—ideal for transitions, shared leadership, or dual-reporting situations. This does not change the employee’s official reporting line.
When to use it:
This is useful when a manager is new, transitioning out, or when an employee reports to both a functional lead and a project lead.How it works:
The temporary manager has the same permissions as the primary manager within the review cycle. However, only one manager review can be submitted per employee. If both contribute, the last edit wins, and a “last modified by” label ensures transparency.Visibility and notifications:
Both the primary and temporary managers appear in the cycle and review headers. Each receives clear alerts about their role and responsibilities.
This enables collaborative input while maintaining a single, authoritative review submission.
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?
HR can assign the former manager as a temporary Direct Manager for the specific review cycle. This allows them to complete the review without altering the employee’s current reporting structure.
The temporary manager will have full access to complete and submit the manager review.
Only one review can be submitted—if both the current and temporary managers contribute, the most recent version is saved.
The assignment is limited to that review cycle and is visible in the cycle and review headers for full transparency.
This ensures smooth knowledge transfer during transitions and preserves the quality of feedback from managers with relevant context.
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, by default. Employees can view:
Their self-review
Their manager’s review, once it’s shared
They don’t see peer feedback or other evaluations—unless HR enables peer feedback visibility during the cycle setup. If enabled, peer feedback will appear after the manager shares the review, either anonymously or with contributor names (as configured by HR).
Managers and HR can always see reviewer identities, regardless of visibility settings.
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—a version of Goals is now available in Workleap Performance. It enables teams to set, track, and align objectives directly within performance. While it’s not a full OKR framework, this foundational version supports goal-setting practices and will continue to evolve based on customer needs.
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.