Tracking your performance
Your Performance area shows what you are being assessed on, the goals you are working toward, and the skills recorded against your name.
Where: Performance You need: nothing special — everyone can see their own
What you will find
Assessments — questions to answer about your own work, and the reviews your manager completes. You will see when one is waiting on you.
Goals — what you agreed to achieve this period, with progress against each measure.
Skills — what you can do, including endorsements from colleagues.
Whose turn is it
Every assessment and goal cycle is in one of three states, and the state tells you whether anything is waiting on you:
| State | Means |
|---|---|
| Pending on employee | Waiting on you |
| Pending on reviewer | Waiting on your manager |
| Completed | Finished |
If something has been quiet for a while, this is the first thing to check.
Recording goal progress
Progress is measured against each goal's KPI — the number that defines what achieving it looks like. Keep it updated as you go rather than at the end.
💡 A goal showing no progress reads as a goal that stalled, even when the work happened. Recording as you go is the difference between being reviewed on what you did and being reviewed on what was visible.
Your goals also carry a priority, and priority is a weight: a Critical goal counts considerably more than a Minor one. If you are choosing where to put your effort, that is the guide.
What Happens Next
- Once you complete your part, the cycle moves to your reviewer.
- Your manager rates goals and assessments from 1 to 5.
- Those ratings feed your company's performance reporting.
- Completed cycles stay as the record of that period.
Tips
- Answer your self-assessment properly. Your manager reads it before writing theirs, and it is your opportunity to point at things they may not have seen.
- Update goal progress monthly. It takes a minute and it changes the conversation at review time.
- Raise a goal that has become impossible early, while it can still be changed. Discovering it at the review helps nobody.
- Ask what the rating scale means in your company. A 3 and a 4 usually sit in different performance bands, and knowing that is useful context.
Troubleshooting / FAQ
Q: I cannot see an assessment I was told about. Check the cycle has opened. If it has, ask whether you were included as a participant.
Q: My goal progress looks wrong. Progress is measured against the goal's KPI maximum. If that number is wrong, raise it with your manager.
Q: Can I add my own goals? Yes, if your company allows personal goals in the cycle.
Q: I disagree with a rating. Raise it with your manager. Both your answers and theirs are recorded.
Q: Who can see my assessment? Your reviewer and people with performance rights covering you.