Performance reviews often contain rich, detailed feedback, but the language, structure, and depth can vary widely from one reviewer to another. To make this information clearer and more actionable, Workleap Performance analyzes feedback through 12 research-backed performance themes. These themes reflect well-established predictors of workplace effectiveness, allowing Performance to interpret comments consistently and reliably.
See more below on what performance themes are, why they matter, and how sentiment is measured.
Why performance themes?
Traditional review data is hard to compare because:
Different managers emphasize different things.
Comments vary in clarity and specificity.
Not all feedback uses the same terminology.
By grounding insights in 12 validated performance dimensions, Workleap provides:
A common language for understanding strengths and concerns.
A consistent framework for interpreting written feedback.
A research-based foundation for decision-making.
What are performance themes?
Each theme represents a performance dimension, as shown in research and practice, that influences effectiveness, collaboration, results, and growth. Themes consolidate recurring patterns found across thousands of review comments, such as clarity, ownership, communication, collaboration, adaptability, and others.
How we measure sentiment
For every theme, Workleap AI analyzes review comments to determine whether the feedback trends positive, negative, or mixed. This sentiment reflects the tone and direction of the feedback, not the reviewer's score.
Theme-level sentiment helps you quickly answer:
Where is this person or team consistently strong?
Are there emerging concerns worth attention?
What themes show contradictory or unclear signals?
The 12 performance themes
These themes represent a holistic view of individual, team, and organizational performance. They draw on widely recognized work from institutions and thinkers who study how people and teams perform, including Deloitte, McKinsey, SHRM, the World Health Organization, Gallup, Harvard Business Review, and well-known researchers and authors such as Amy Edmondson, Carol Dweck, Kim Scott, Patrick Lencioni, Simon Sinek, and Locke & Latham.
1. Clarity of Expectations
Do people have a clear understanding of their role, priorities, and what success looks like?
2. Accountability and Follow-Through
How reliably do individuals deliver on commitments and uphold ownership without needing reminders?
3. Decision Quality and Execution Discipline
How effectively do teams make timely decisions and keep work moving with focus?
4. Growth, Learning and Skill Development
Are people actively building new skills, taking on challenges, and progressing in their roles?
5. Feedback Culture
How consistently do teams give and receive actionable feedback that drives improvement?
6. Collaboration and Cross-Functional Effectiveness
How well do people work across teams to align priorities and unblock each other?
7. Individual Leadership
How effectively do individuals support, motivate, and positively influence others, even without formal authority?
8. Workload and Sustainability
Do workload, pacing, and stress levels support healthy, sustained performance over time?
9. Outcome Orientation
How strongly do individuals focus on meaningful impact and connect their work to customer and business results?
10. Open Communication and Trust
Do people feel safe communicating honestly, raising concerns early, and engaging in constructive dialogue?
11. Innovation and Adaptability
How well do individuals generate new solutions, adapt to change, and navigate ambiguity with a problem-solving mindset?
12. Ownership and Initiative
Do people take proactive responsibility, drive progress independently, and act without waiting for direction?
How themes improve insights
Performance themes let Workleap:
Provide more reliable insights across teams and cycles.
Reduce bias introduced by writing style or review length.
Highlight trends that matter most for development and performance.
FAQ
Can organizations define their own performance themes?
Can organizations define their own performance themes?
No. Themes are standardized to ensure consistency, comparability, and alignment with research.
How does Workleap AI determine sentiment for each theme?
How does Workleap AI determine sentiment for each theme?
Workleap AI evaluates the tone and direction of written feedback to determine whether it is positive, negative, or mixed, rather than relying on explicit ratings from reviewers.
Are themes the same across employees, teams, and cycles?
Are themes the same across employees, teams, and cycles?
Yes. Using a stable framework keeps insights comparable over time and across different contexts.