Use this article to read performance across many review cycles at once in Workleap, on the Analytics > Performance reviews page. You pick a period or a set of cycles and a population, then read scores, calibration signals, and themes over that same selection, compare it with another one, and share or export the view. Every number comes from submitted reviews in launched cycles.
Who can use it: Executives only. Direct Managers read one cycle at a time from the cycle itself (see How do I read the results of one review cycle?). Collaborators don't see scores.
Choose the period or the cycles
The Period picker on the Analytics page decides which review cycles feed every tab.
Log in to Workleap and go to Analytics. In the left-hand sidebar, under PERFORMANCE, select Performance reviews.
Select Period. On By time range, pick Last review, Past 90 days, Last year (the default), Last 2 years, or Custom range.
Or switch to By cycle and pick All cycles or specific ones. Each cycle shows Active or Locked; a locked cycle's data is frozen.
How the period works: a time range sets a lower bound, so a cycle that launched but isn't due yet still counts; a cycle with no due date falls outside every range. Last review isn't a window: it reduces each person to their most recent cycle, so different people can be represented by different cycles. Every other option pools all matching cycles. Clearing the period means every launched cycle in the organization, not the default.
Filter the population
Filters on the Analytics page narrow whose reviews are counted, on every tab.
Select + Add filter and pick Direct managers, Reporting lines, Segment, Department, Gender, Work location, Role level, Job title, Tenure, or Track.
Pick values. People filters (managers, reporting lines, segments) add up; attribute filters compound, so a person must match all of them. Select Clear filters to start over.
To find one person, use Search reviewees above the table; there is no filter for a single individual.
A few rules to know: Tenure and Track take one value; tenure is measured from hire date to today, not to the cycle. Job titles are offered only when someone with that title has a score. People who have left the organization are included and can't be filtered out here. An empty result is a legitimate answer: the value you picked may match nobody in older cycles. People with no value for a dimension appear as their own Unknown group.
Important: Numbers are built from each person's attributes as they were when the cycle locked, except team, segment, hire date, gender, and work location, which always reflect today. Grouping by department or manager is historically faithful; grouping by team or segment applies today's membership to past cycles, so a reorganization changes what an old cycle's team numbers say.
Read the Scores tab
The Scores tab shows how the selection is rated overall and how people are distributed across the scale.
Read the headline: TOTAL REVIEWEES (distinct people; someone reviewed in three cycles counts once), AVERAGE REVIEW SCORE, and the completion it's based on. Total reviewees counts everyone in your selection; the average and the distribution are built only from the people who have a score. When completion is low, the two figures describe different populations, so read the bars to see how many people the average rests on.
Read the chart. Distribution shows a histogram; switch Score buckets between Broad, Medium, and Detailed to change the bar width (the average doesn't move). 9-box grid shows the same people on performance against potential. Select a bar or a cell to filter the list below.
Read the list: one row per person with their role, department, performance and potential bands, and score, sorted by score. Performance and potential appear as bands, never as numbers, because each is on its own scale.
The scale isn't yours to choose: it is the most common scale among the cycles in the selection, ties going to the larger. A person reviewed in several cycles is averaged first, then people are averaged, so nobody counts twice.
Compare two selections or break one down
Comparison on the Analytics page overlays up to 9 extra series on your view.
Select + Add comparison. A second row B appears with its own Period and + Add filter; set it, for example Last review against your Last year.
Select + Break down by on a row to split it by Review cycle, Time range, Direct manager, Reporting line, Segment, Department, Gender, Work location, Role level, Job title, Tenure, or Track, then pick the values and select Done. Each value becomes a series (A1, B1…) under its row.
Read the legend above the chart: Current view is your base, and each series shows its average. The counter says N of 9 comparison series used. Select × on a chip to remove it, or Clear all.
A breakdown inherits its row's period and filters and changes only its own axis; a comparison row inherits nothing, so an empty row B reads the whole organization. There is no built-in "versus previous period": the comparison row is your baseline. The bucket width is capped so the chart stays readable: Broad is always available, Medium up to 5 series, Detailed up to 2.
Read the Calibration and Themes tabs
The two other tabs read the same selection from different angles.
Calibration shows which groups rate differently from the organization and which barely differentiate. See How do I spot rating differences between groups with the Calibration tab?
Themes shows what people are repeatedly praised and criticized for. See What do the Themes tab's strengths and growth opportunities mean?
Ask the Workleap agent what to focus on
The Analyze Performance button sends the current view to the Workleap agent for a written reading.
Set the period, filters, and tab you want read, then select Analyze Performance at the top right.
The agent panel opens with the prompt Analyze the Performance results and tell me what to focus on and returns a short reading: a few priorities, and the caveats that apply, such as low completion.
Ask follow-up questions in the same panel. The reading reflects the selection at the moment you asked: change the period, a filter, or the tab, and select Analyze Performance again.
Workleap agent insight: The reading is grounded only in the figures already on screen; the agent is instructed never to invent a number. The 9-box cells and the individual rows are deliberately left out of what it reads, and when several series are shown it reads the first one as your view.
Share or export the view
A view on the Analytics page can be handed to another Executive as a link or a file.
Select Share. Copy the link or select Email a link. The link carries the whole selection (period, filters, comparisons, tab); people with access to that audience open the same numbers.
Select Export, then Export as PDF for the page as you see it, or Export as CSV for the underlying rows. CSV becomes available once the scores have loaded.
Limitations and workarounds
Executives only. A Direct Manager who needs a cross-cycle read for their team can ask an Executive to share a filtered view.
No anonymity floor here. Unlike a single cycle's results, nothing is hidden for being based on too few people; a group of one shows its number. Read small groups with care.
Default is the last year. An organization whose cycles are older sees an empty page on arrival; widen the period.
Changes reach analytics with a delay. A read taken right after an HR change can still show the previous grouping.
No Progression or Question results here. Those live on each cycle.
Related
How do I spot rating differences between groups with the Calibration tab?
What do the Themes tab's strengths and growth opportunities mean?
How do I read the results of one review cycle?
How is the Review Score calculated, and how do I set its formula?