Once a cycle is launched, your job shifts from building it to keeping it on track. From a cycle you can monitor progress, follow up on what's late, share results, and adjust as your organization changes. What you see depends on your role.
Who can manage and track
Executives track every cycle across the organization, administer it (lock, unlock, duplicate, delete), and view and share review results.
Collaborators track and administer cycles across the organization (lock, unlock, duplicate, delete), but can't view or share review results.
Direct Managers track cycles that include at least one of their direct reports, scoped to their reporting line. They view their reports' reviews, send reminders, and share reviews with their reports.
Note: Collaborators administer cycles, but the results themselves, viewing scores and sharing reviews, are reserved for Executives and the reviewee's manager.
Find and open a cycle
Log in to Workleap and go to Performance.
Select Manage cycles.
Filter by cycle status or search by title, then open the cycle.
Executives and Collaborators see every cycle. Direct Managers see only cycles that include one of their direct reports. You can also open a cycle from the Overview page.
Track progress
Open a cycle to land on the Progression tab.
The top of the page shows completion for each review type (self, peer, manager, upward), with the percentage submitted and the due date.
The reviewee list shows each person, their immediate manager, and the status of each of their reviews and sharing.
Search by employee or manager, and use Add a filter to narrow the list, by reporting line, manager, team or segment, sharing status, a specific review type's status, user status, or product access, plus quick filters like no manager or no peers.
Executives and Collaborators filter across the organization to catch overdue reviews, missing managers, and org-wide completion. Direct Managers filter within their reporting line.
Review and sharing statuses
Each review type shows where it stands:
Not started — no answers saved yet.
In progress — at least one answer saved.
Submitted — completed and submitted, on time or late.
Overdue — not submitted and the due date has passed.
The sharing column shows whether results have reached the reviewee:
Not shared — submitted but not yet shared.
Shared — shared with the reviewee.
When the cycle requires review acknowledgment, sharing also tracks confirmation:
Awaiting acknowledgement — shared, the reviewee hasn't confirmed yet.
Acknowledged — the reviewee has confirmed they've seen their reviews. Acknowledgement freezes that reviewee's reviews, so they can't be edited afterward.
Open a review
Select View review next to a person to open their evaluation.
Executives can open any review; Direct Managers can open reviews only for their own direct reports. Collaborators don't have access to review results.
Send reminders
Follow up with everyone who still has something pending. Select Send nudge at the top of the cycle.
Choose what to nudge people to do: complete their self, peer, manager, or upward reviews, or share results with the reviewee. Each option shows how many people it applies to and the time left.
Add a message. It's sent in your name.
Select Send nudges.
The reminder goes to everyone who still has that task pending, by email or Slack (if enabled). You don't pick individuals, you pick the task, and the people who owe it are nudged.
Share reviews
A reviewee sees a review only after it's shared with them. You can share two ways, in bulk from the reviewee list, or individually from a person's review, and who can do each differs:
Executives can share any reviewee in the cycle, in bulk or individually.
Direct Managers can share their own direct reports' reviews, in bulk or individually.
Reporting-line managers (a manager above the direct manager) can share in bulk, but not individually. The share button doesn't appear on a review that isn't their own direct report's. This is intentional: sharing a review is the direct manager's responsibility, so reporting-line managers share in bulk mainly as a backup when the direct manager isn't available, for example during a leave.
Collaborators can't share reviews.
To share in bulk, select one or more reviewees in the list, then select Share.
Note: Only Submitted reviews can be shared. Resharing an already-shared review doesn't send another notification.
If the cycle requires acknowledgement, reviewees confirm they've seen their shared review. Track who has acknowledged from the sharing status and the cycle's acknowledgement progress indicator.
Adjust people during the cycle
From a reviewee's three-dots menu you can:
Assign a temporary Direct Manager for the cycle.
Update the immediate manager.
Assign peers.
Remove the person from the cycle.
You can also edit a launched cycle until it's locked, extend deadlines, add or remove participants, and edit questions or sections.
Caution: Deleting a question permanently removes its responses, and no notification is sent, so communicate changes internally. Mid-cycle question changes can affect the validity of your data, so it's best to make them before submissions begin.
Organizational changes are reflected automatically: when an employee's manager changes, the new manager gains access to their submitted reviews; when someone joins a team in the cycle, they're added; when someone is removed, their reviews are hidden but preserved.
Lock or unlock a cycle
Executives and Collaborators can lock a completed cycle to freeze its data for reporting and analysis.
Once locked, no reviews or edits can be submitted.
You can unlock if needed, but that can affect the validity of the cycle's data.
Duplicate or delete a cycle
From the Manage cycles page or the cycle's details, use the three-dots menu to:
Duplicate a cycle to reuse its setup (a handy way to change review types, which can't be edited after launch).
Delete a cycle, which permanently removes all its data and notifies participants.
Export and analyze
Export a cycle's data for sharing or offline analysis. See Export performance data.
Analyze the score distribution and individual results in Ratings and results, and align talent decisions in Calibration.