Setting Up & Managing Performance Reviews

⚡ What are Performance Reviews?

Performance Reviews are a centralized way to manage employee evaluations in a single platform. Instead of tracking feedback across separate documents, emails, or meetings, this feature helps your team organize reviews directly within the platform from setup to completion.

With Performance Reviews, administrators can create reusable templates, assign reviewers and reviewees, choose due dates, and decide how the review should be completed. Once a review is started, participants can complete their assigned portion based on the selected review workflow.

🔎 Why Use Performance Reviews?

Here are some common scenarios where Performance Reviews can help keep evaluations organized and easier to manage:

• Standardizing Review Processes: Create repeatable templates that ensure reviews follow a consistent structure across teams, locations, and review periods.
• Keeping Feedback in One Place: Store employee responses, reviewer feedback, and review details together so it is easier to revisit past conversations and track progress over time.
• Supporting Different Review Workflows: Decide whether a review should be completed by the employee first, the reviewer only, or the employee only, depending on your process.
• Preparing Reviews Before Sharing Them: Create reviews in draft first so you can confirm the setup, assigned participants, and visibility settings before the review becomes active.

🔐 Access required

The Performance Review feature is only available with the Engagement Add-On and can be purchased exclusively by accounts on the Supreme package.

Who can create and manage Performance Reviews?

• Super Administrators: Full access to manage and distribute Performance Reviews and Templates.
• Team Administrators: Can access Performance Reviews if they have permission to view and/or update Performance Reviews and view and/or update Templates and based on the Employee Positions granted under Performance Review Positions.  If you are unable to access, please confirm your permissions with a Super Administrator.

Who can complete Performance Reviews?

• Administrators: Can complete performance reviews if they are assigned as a Reviewer. 
• Employees: Can access and complete reviews that have been assigned to them, depending on the selected review type and visibility settings.

📋 Topics covered in this article:

• Creating, Editing, & Deleting a Performance Review Template
• Creating, Editing, & Sending a Performance Review
• What Employees Can Expect When Assigned a Performance Review
• Managing Performance Reviews
• Frequently Asked Questions

📚 Related articles:

• Setting Up and Managing Engagement Surveys

Creating, Editing, & Deleting Performance Review Templates 

Before a performance review can be assigned to an employee, at least one template must be created and published. Templates define the questions used during an evaluation, whether a manager is completing the review, an employee is filling out a self-reflection, or both. Once a template is published, it becomes available to select when setting up a new review.

This section will guide you through the following sections:

• How to Create a Brand New Performance Review Template
• How to Edit a Performance Review Template
• How to Delete a Performance Review Template

How to Create a Brand New Performance Review Template

When creating a new template, you'll define the questions that will be used during the review. You can build questions from scratch based on the specific feedback you want to collect, or use the AI question generator to produce a suggested starting point that you can then review and adjust.

1. Click the Employees tab.
2. From the left-hand navigation bar, select Performance Reviews.
3. From the left-hand navigation, select Edit Templates. 
4. This loads the Performance Review Templates page, which displays all existing templates. Each row shows the template name, the positions it's assigned to, its status (Draft or Published), and the date and time it was last updated.
5. Click New Performance Review Template, located just above your list of existing templates, to open the Template Builder.
6. Under Title, enter a name for the template (e.g., "30-Day New Hire Review", "Annual Check-In", "Quarterly Performance Review").
   💡 | Tip: Use a name that reflects the purpose or frequency of the evaluation so it's easy for your team to identify when selecting a template for a new review.
7. Under Positions, click the drop-down to control which roles this template will appear for, or leave it blank to make it available to all positions.
   📌 | Note: If you plan to use the AI question generator, selecting a position is required. The AI uses the position to generate relevant, role-specific questions.
8. Choose how you'd like to add Questions to the template:
   1. Option A - Generate questions using AI: if you'd like a suggested starting point:
      📌 | Note: this feature is currently available as part of a phased rollout and may not yet be enabled on your account. If you'd like early access, please reach out to our Support Team. 
      
   2. Click Generate Review Template on the right side of the page.
      📌 | Note: Questions are generated based on the template title and position selected. For example, a title like "90-Day New Hire Review" combined with the "Server" position will produce role-specific questions relevant to that review type.
   3. The platform will display a "Generating Template" message with a loading circle icon while the questions are being created.
   4. Once complete, the page will refresh, and a list of questions will appear under the Questions section!
      📌 | Note: A maximum of 5 questions is generated per request. You can click Generate Review Template again to add another set of 5 questions; previously generated questions will not be removed.
   5. Review the generated questions and make any necessary adjustments in the relevant fields, skip to step 10.
      💡| Tip: Need to re-order your questions? Click and hold the icon to the left of each question, then drag and drop them into your preferred order.
9. Option B - Add questions manually: if you already have a set of questions ready: 
   
   1. Under Questions, click Add Another Question from the right side of the page. 
   2. Check Required if a response is required before the review can be submitted. 
   3. Under Question, enter the question or statement you'd like the respondent to answer. 
   4. Under Placeholder, add optional text to give the respondent additional context about the type of answer you're looking for. 
      📌 | Note: Placeholder text appears inside the answer field in grey font before the respondent begins typing. If no additional context is needed, this field can be left blank.
      💡 | Tip: Use it to specify a format ("Answer in 3–5 bullet points"), set an expectation ("Answer in 1–2 sentences"), or provide a sample answer to guide their response.

   5. Select the response type from the Answer Type drop-down menu (see the table below for details).

      Answer Type	Description	When to Use	How to Customize
      Drop-Down List	Allows the respondent to select one option from a predefined list.	Use when you want responses limited to a specific set of categories (e.g., "Which best describes your current workload? Manageable / Heavy / Overwhelming")	Under Enter Options, type each answer option and press Enter on your keyboard to add it to the list. To remove an option, click the X icon next to it.
      Short Answer	Offers a brief text box for concise responses.	Ideal for quick, specific input that doesn't require much detail (e.g., "What is one goal you'd like to focus on next quarter?")	No customization needed—employees will type a brief response in a small text box.
      Long Answer	Provides an open text box for detailed responses	Use for open-ended feedback where the respondent can elaborate (e.g., "Describe your key accomplishments this quarter.")	No customization needed—employees will type freely in a large text box.
      True or False	A simple binary choice between true and false.	Use for straightforward statements (e.g., "I have the tools and resources I need to do my job effectively.")	No customization needed — options are automatically set as True and False.
      Scale	Provides a numeric rating scale for responses.	Best for gauging levels of performance, satisfaction, or agreement (e.g., "On a scale of 1–5, how confident do you feel in your role?")	Select the rating range using the Min and Max drop-downs (e.g., 1–5). Under Labels, add a short description to explain what each end of the scale represents (e.g., "Strongly Disagree" to "Strongly Agree").

   6. To add another question, click Add Another Question from the right side and repeat steps 8(2) above.
      💡| Tip: Need to re-order your questions? Click and hold the icon to the left of each question, then drag and drop them into your preferred order.
10. Once done, click the Status drop-down on the right side of the page and select either Draft or Published.
    📌 | Note: If set to Draft, the template cannot be used when creating a review. It must be set to Published before it can be assigned to an employee. If changes are still in progress or need to be reviewed with your team before making it available, keep it in Draft until it's ready.
11. Once the status is set, click Save from the right side of the page to save your template.
    📌 | Note: Changes do not save automatically. Click Save before leaving the page to avoid losing your work.
12. Based on the Status selected, the pop-up that appears may differ: 
    1. If the Publish status is chosen, in the Publishing pop-up, select OK to proceed or select Cancel to continue making updates. 
    2. If the Draft status is chosen, in the Success pop-up, select OK to proceed
13. The page will refresh back to the main Performance Review Templates page, and your saved template will be listed! Check out the section below about setting up a review and sending it to participants here. 

How to Edit an Existing Performance Review Template

You may need to edit a template to refine questions for clarity, add new ones, or update the positions it's assigned to. You can make changes at any time, whether the template is still in Draft or already Published.

💡 | Tip: Editing a published template? Changes will apply only to new reviews going forward and will not update existing reviews. For major updates, consider creating a new template instead.

1. Click the Employees tab.
2. From the left-hand navigation bar, select Performance Reviews.
3. From the left-hand navigation, select Edit Templates. 
4. This loads the Performance Review Templates page, which displays all existing templates. Each row shows the template name, the positions it's assigned to, its status (Draft or Published), and the date and time it was last updated.
5. Under Actions, click the Pencil icon for the template you wish to update. 
6. The page will refresh to open the Template Builder. Make your changes, such as updating the title details, specifying which positions can use this template, adding new questions, adjusting existing ones, or deleting questions as needed.
7. Once done, click Save to apply your changes.
   💡 | Tip: If you need to make significant changes to a template that's already in use, consider creating a new template instead to avoid affecting existing reviews.
8. Based on the Status selected, the pop-up that appears may differ: 
   1. If the Publish status is chosen, in the Publishing pop-up, select OK to proceed or select Cancel to continue making updates. 
   2. If the Draft status is chosen, in the Success pop-up, select OK to proceed. 
9. The page will refresh back to the main Performance Review Templates page, and your template will be listed!

How to Delete a Performance Review Template

Deleting a template is optional and not something we generally recommend. If a template is outdated or no longer relevant, deleting it removes it from the list and prevents it from being selected when creating new reviews. However, once deleted, it cannot be recovered.

Instead of deleting, we recommend updating the template's status to Draft and renaming the title to include something like "Do Not Use". This way it is no longer available for new reviews but is still kept on record for historical reference.

1. Click the Employees tab.
2. From the left-hand navigation bar, select Performance Reviews.
3. From the left-hand navigation, select Edit Templates. 
4. Under Actions, click the trash can icon next to the template you wish to delete. 
5. In the confirmation pop-up, click Delete to proceed or Cancel to exit.
   💡 | Tip: If you need to make significant changes to a template that's already in use, consider creating a new template instead to avoid affecting existing reviews.
    

Creating, Editing, and Sending a Performance Review

Once at least one template has been published, you're ready to set up a performance review. 

Sending a performance review is the formal process of assigning an evaluation to a specific employee. Whether it's part of a scheduled check-in cycle, a new hire milestone, or an ongoing performance conversation.

💡 | Tip: Reviews are saved as a draft after setup and can be adjusted at any time before being sent to participants.

This section will guide you through the following:

• Setting Up a Performance Review
• Editing a Performance Review 
• Sending a Performance Review 

How to Set Up a Performance Review

To assign a performance review to an employee, you'll need a published template, the employee's position, and the administrator who will be completing the review. Once all the details are filled in, the review is saved as a draft — giving you time to confirm everything before sending it to the assigned participants.

1. Click the Employees tab.
2. From the left-hand navigation bar, select Performance Reviews.
3. This loads the Performance Review page, which displays all existing reviews. Each row shows the template name, the reviewers assigned (administrators), the reviewee assigned (employees), the status of the review (e.g. sent to reviewer, sent to reviewee, draft, or complete), and the date by which the review must be completed. 
4. Click New Review, located just above your list of existing reviews, to open the Review Builder.
5. Under Template, click the drop-down menu and select the relevant template.
   📌 | Note: Only published templates will appear in the drop-down. If the template you need isn't listed, confirm it has been published under Edit Templates.
6. Under Positions, click the drop-down menu and select the employee's role.
   💡 | Tip: If you skip this step, the Position field will automatically filter the list of roles down once you select the Reviewee.
7. Under Reviewers, click the drop-down menu and select the administrator(s) who will complete/manage the review.
   💡 | Tip: Multiple administrators can be added as reviewers if applicable.
   💡 | Tip: If you're unsure who should be assigned, confirm with your team before proceeding. Only the assigned reviewer will be able to input responses and comments on the review.
8. Under Reviewee, click the drop-down menu and select the specific employee being reviewed. 
   📌 | Note: If a position was selected in step 6, the list will automatically filter to show only employees in that role.
9. Under Scheduled Date, use the date picker to select the review date, then choose a time from the drop-down (available in 15-minute intervals), or enter one manually. 
10. Under Title, the field will auto-populate the name of the template and the name of the employee. Leave as is, or adjust to your choosing. 
11. Under Who Will Fill Out the Performance Review, choose from one of the following: 

    1. Reviewee first, then reviewers: The employee will fill out the performance review first, and then the administrator(s) will see the responses written by the employee and fill out the review from their side. It will automatically be available to the employee. 

    2. Reviewers only: Only the administrator(s) will fill out the performance review. The review can optionally be shared with the employee or restricted from them, once completed by the administrator(s). 
    3. Reviewee only: Only the employee will fill out the performance review. It will automatically be available to the employee.
12. Once done, click Create Performance Review to save a draft of the review. 
    📌 | Note: No participants have been notified yet. The review will remain in Draft until it has been started. 
13. The page will refresh and load the performance review details. From here, you can make any final edits or start the review when you're ready to send it to the assigned participants.

How to Edit a Performance Review

Before sending a performance review, it's worth taking a moment to review the draft and confirm all the details are correct. You can update the reviewer, adjust the completion option, change the scheduled date, or make any other changes needed before the review reaches any participants.

💡| Tip: Take your time during this final review. Once a review has been started, most fields are locked. If a significant change is needed after sending, you may need to delete the review and create a new one.

📌 | Note: If the Who Will Fill Out option is set to Reviewers only, an additional Reviewee Visibility setting will be available on the review page. This controls whether the employee can view the reviewer's completed responses from their account. We recommend confirming this setting before sending. See the "Adjusting Reviewee Visibility Settings" section under "Managing Performance Reviews" for full details.

1. Depending on how you are accessing the performance review you wish to edit:
   1. If you just created the review, the page will automatically load to the draft details. Skip to step 2.
   2. If you are returning to an existing review, navigate to the Employees tab > From the left-hand navigation bar, Performance Reviews > locate the review from the main list > under Actions, click the pencil icon to open it.
      💡 | Tip: Use the search bar or filters on the Performance Reviews page if you're having trouble locating the review.
2. Once on the review page, click Edit.
3. Make your changes, such as updating the template, adjusting who completes the review, changing the scheduled date, or reassigning the employee, as needed. 
4. Once done, click Update Performance Review to save. 
5. The page will load back to the performance review draft details, and you'll see a Review Updated banner to confirm the change. From here, you can start the review to send it to the assigned participants, or leave it in Draft if you'd like another team member to review it before the final send-off.

How to Send a Performance Review

Starting (or sending) a performance review is the final step before it reaches the employee and/or administrator. Until this step is taken, the review remains in Draft, and no participants are notified.

Take a moment to confirm all the details are correct before proceeding. If a significant change is needed after sending, you may need to delete the review and create a new one.

Once sent, the assigned participants will receive an email notification and can access their portion of the review. Most details are locked at this point, though the Scheduled Date can still be adjusted before the assigned date, and Reviewee Visibility can be updated for reviews set to Reviewers only.

📌 | Note: If the review is set for both the employee and administrator to complete, the employee will always complete their portion first. The reviewer will not be notified until the employee has submitted their responses.

1. Depending on how you are accessing the performance review you wish to send:
   1. If you just created the review, the page will automatically load to the draft details. Skip to step 2.
   2. If you are returning to an existing review, navigate to the Employees tab > From the left-hand navigation bar, Performance Reviews > locate the review from the main list > under Actions, click the pencil icon to open it.
      💡 | Tip: Use the search bar or filters on the Performance Reviews page if you're having trouble locating the review.
2. Once on the review page, click Start Review.
3. In the Start Review pop-up, click Start Review to proceed or click Cancel to exit.
   💡 | Tip: Once sent, the assigned Reviewee (employee) and Reviewer(s) (administrators) will each receive an email notification letting them know a performance review has been assigned and is ready to be completed.
4. Once sent, the page will refresh, and the review status will update from Draft to either Sent to Reviewee or Sent to Reviewer, depending on the completion option selected.
   📌 | Note: These statuses will continue to update as participants complete their portions. Once all responses have been submitted, the status will update to Complete.
5. To view all existing reviews, click Performance Reviews to return to the main list.

What Employees Can Expect When Assigned a Performance Review

After a performance review is sent, the assigned employee will receive an automatic notification and can access their review through the following:

• Performance Reviews tab in their employee account (via web browser)
• The email notification is sent directly to the email address associated with their account, with a direct link to open and complete the review
• Performance Reviews tab in their employee account (via web browser)

Here's a link to an article you can share with your employees that walks through how to access and complete a Performance Review.

📌 | Note: Performance Reviews are not currently available through the Push Employee mobile app. Employees must log in through a desktop or mobile browser to complete their review.

Managing Peformance Reviews

Once a Performance Review has been created, you may wish to review the responses, delete any that are no longer needed, or adjust visibility settings over time. While you don't need to take any action unless necessary, this section outlines the available options for managing your reviews.

This section will guide you through the following:

• Finding and Filtering Reviews
• Deleting a Review
• Adjusting Reviewee Visibility Settings

How to Find & Filter Performance Reviews

If you have multiple reviews, you may want to quickly locate a specific one, whether to check its status, make an edit, or follow up on progress. 

All reviews are automatically added to the main Performance Reviews list after creation. Use the filters below to quickly narrow down the list and find the review you need. 

Once you've found the review, click the pencil icon under Actions to open it, or the trash can icon to delete it directly from the list.

📌 | Note: Reviews can also be accessed directly from an employee's profile. Click the Employees tab, click the pencil icon under Actions next to the relevant employee, then select Performance Reviews from the left-hand navigation.

How to Delete a Performance Review

Deleting a review isn't always necessary, but it can be useful for keeping your review list organized or removing one that was created in error. Before proceeding, confirm with your team that the review is no longer needed.

⚠️ | Warning: Deleting a peformance review is permanent and cannot be undone. Once deleted, all associated data and responses will be removed with no historical record.

1. To delete a performance review, navigate to the Employees tab and either:

   1. From the left-hand navigation, click Performance Reviews and click the trash can icon under Actions next to the relevant review. Skip to step 2.
   2. From the Employee List, click the pencil icon under Actions associated with a specific employee profile, then from the left-hand navigation, click Performance Reviews to find the relevant review. Skip to step 2.
      💡 | Tip: Use the search bar or filters if you're having trouble locating the review.
2. Once ready, click Delete. 
3. A confirmation pop-up will appear, click Delete Review to proceed, or Cancel to go back.
4. The page will refresh, and the review will be removed from the list. 

How to Adjust the Reviewee Visibility Settings

Reviewee Visibility only applies when the Who Can Fill Out option is set to Reviewers (Administrators) only. Because the employee isn't completing any portion of the review, this setting controls whether they can view the reviewer's completed responses from their own account. 

For all other Who Can Fill Out options, employees automatically have visibility because they are actively participating in the review.

This setting can be adjusted at any time, even after the review has been started.

1. To access a performance review, navigate to the Employees tab and either:

   1. From the left-hand navigation, click Performance Reviews and click the pencil icon under Actions next to the relevant review. Skip to step 2.
   2. From the Employee List, click the pencil icon under Actions associated with a specific employee profile, then from the left-hand navigation, click Performance Reviews to find the relevant review. Skip to step 2.
2. Under Reviewee Visibility, click Edit Visibility Settings.
3. In the pop-up, toggle one of the following: 
   1. Restricted: The Reviewee (employee) can't see this performance review. 
      💡 | Tip: Use this option when the review contains sensitive feedback or internal notes that are not intended to be shared with the employee. For example, a performance improvement discussion or a confidential manager assessment.
   2. Full: The Reviewee (employee) can see the review with the reviewer's (administrator) responses. 
      💡 | Tip: Use this option when transparency is part of the process. For example, sharing completed feedback after a formal review meeting so the employee has a record of the discussion.
4. Once done, click Update Visibility Settings to save or click Cancel to exit. 

Frequently Asked Questions About Performance Reviews

Have questions about managing Performance Reviews? Whether you’re wondering how employees complete reviews, adjusting the set questions in a review, or how to handle common scenarios, this section provides quick answers to help you navigate the process

💡| Tip: Can’t find what you’re looking for? Contact our Support Team or use our AI bot, Astra, for quick assistance!

Q: Why can't I access Performance Reviews? 
A: Performance Reviews are part of the Engagement Add-On, which is available exclusively on the Supreme plan. If you are on the Supreme subscription plan and have the Engagement Add-On and still cannot access the feature, please confirm your permissions with a Super Administrator or contact our Support Team for assistance.

Q: Do I need a template before I can create a performance review? 
A: Yes. At least one published template must exist before a performance review can be created. You will not see a template option in the drop-down if one is not created and/or published. Learn more in the Creating a Peformance Review Template section. 

Q: Can I use the same template for multiple reviews? 
A: Yes. Think of a template as a pre-built set of questions that's ready to be assigned to any employee. Once published, the same template can be selected when creating any new review without needing to recreate the questions each time.

Q: Can I edit a template after it's been published? 
A: Yes. A published template can be updated at any time. Keep in mind that any changes made will only apply to new reviews created going forward. The platform will not update reviews that have already been created using that template. Learn more in the Editing Performance Review Templates section.

Q: Can I change who completes the review after it's been created? 
A: Yes, as long as the review is still in Draft and has not been sent. Once a review has started, the Who Can Fill Out option cannot be changed. If a change is needed after sending, you may need to delete the review and create a new one.

Q: Can I restrict a template to certain departments or roles? 
A: Yes. When creating or editing a template, you can select which positions it applies to. This ensures the right questions are being asked for the right roles. For example, a front-of-house review template will only appear as an option when creating a review for employees in those assigned positions. If no positions are selected, the template will be available across all roles. Learn more in the Creating Performance Review Templates section.

Q: Can I make changes to a review after it's been started? 
A: Once a review has been sent, most details are locked. The Scheduled Date can still be updated before the date passes, and Reviewee Visibility can be adjusted at any time, but only for reviews where the completion option is set to Reviewers only. Learn more in the Editing Performance Reviews section.

Q: What happens if I delete a review? 
A: Deleting a review permanently removes it and all associated data. There is no way to recover it and no historical record will remain. We recommend deleting only reviews that are no longer needed and for which no responses have been submitted. For example, a review created in error or a duplicate. Any review where an employee or reviewer has already completed their portion should be kept for historical reference.

Q: Will participants be notified when I send a review? 
A: Yes. Once a review is sent, participants will receive an email notification that it is ready to complete. If the review is set for both the employee and administrator to complete, the employee will always be notified first. The reviewer will receive their notification once the employee has submitted their portion.

Q: Can employees complete their review on mobile? 
A: Performance Reviews are not currently available through the Push Employee mobile app. Employees can complete their review by logging in to their account in a desktop web browser.

Q: Can employees edit their responses after submitting? 
A: No. Once an employee submits their responses, they are locked and cannot be changed. Employees should review their answers carefully before completing.

Q: Why don't I see the Generate Review Template button? 
A: This feature is currently being released in phases and may not yet be available on your account. Contact our Support Team to request early access.

Additional Information

Need further help? Refer to our Getting Help & Contacting Support article for the latest support options and ways to connect with our team.