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.

360 feedback collects input from multiple sources—managers, peers, direct reports, and sometimes customers—to provide a broader view of behaviour and impact.

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.

Performance data for deactivated users is retained for three years.

Yes, view the completion status on the Cycle Details page under Management.
You can also export the data for reporting or sharing.

Yes. See here if you used the legacy add-on in Officevibe and want to export your performance data.

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:

These limits help the product stay scalable and effective. For needs beyond these defaults, customers can contact us for tailored solutions.

If an employee’s Direct Manager changes mid-cycle, the new manager automatically gains access to the previous manager’s inputs.

Team updates are reflected in real time:

Participants can edit reviews after the due date to allow for late submissions.

No further edits are allowed once an Executive or Collaborator (e.g., HR) locks the cycle.

It depends on your goals and desired structure:

TL;DR:
– Duplicate for consistent structure
– Create new cycles for different formats or audiences

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, click here.

Yes, participants receive reminders if their review isn’t submitted:

These help keep tasks on track.

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.

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.

Notifications are currently sent via email or Slack.

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.

This enables collaborative input while maintaining a single, authoritative review submission.

Yes, you can do so via bulk provisioning.

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.

This ensures smooth knowledge transfer during transitions and preserves the quality of feedback from managers with relevant context.

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.

No, employees currently can’t comment on or acknowledge the Manager's review on the platform.

Yes, by default. Employees can view:

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.

Yes. To do this, you could create a peer review cycle and assign the team members as peer reviewers of their Direct Manager(s). However, their Direct Manager(s) would see their entire review.

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.
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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:

For general pricing, visit our pricing page.

For a custom quote, contact your Account Manager or reach out to sales@workleap.com.