Reviews for Users

We believe that reviews should be a way to periodically check on progress and validate what is, and isn’t, working well. While this traditionally coincides with a performance review, Leadr allows you to adapt this process to fit your needs.

Reviews are built to ensure your team is aligned with:

• Clarity - people understand what is expected of them
• Feedback - people understand how they are doing
• Support - people have the tools and support that they need to thrive in their work

Good things to keep in mind during reviews

• As a member of Leadr, you receive Reviews from your organization's Admins as frequently as they are needed. Any Review that you receive will automatically be set up with your own manager.
• Any Review that you receive will automatically be set up with your manager.
• Your organizations Admin is able to re-open any submitted review on behalf of any user in your organization.

Instructions for an employee filling out a review for themselves

1. To begin your Review, navigate to the Review tab, which should be located under the Growth section.

2. Once you click into your Reviews, you should see any active reviews that you are a part of listed in 'My Reviews'

3. Clicking on this review cycle, you will see your own review listed with your manager. This initial page will be your own self-assessment, so you will not see any responses from your manager just yet.

You can add Reflections to your reviews! If using Reflections, the review period dates determine what content will be surfaced as potential reflections. If learning, goal, etc., is not within the review period start and end dates, then it will not be eligible to be added as a reflection. For additional information on Reflections, please see the last section of this article.

Note: You must answer every question in your review before you can submit your assessment.

4. Once you are ready to submit your review, you can use the submit review button at the top right corner of the review. After this step, you will wait until your manager releases their response.

Instructions for a manager filling out a review for their employee

1. As a manager in Leadr, your Review tab will look a little different than other employees reviews. Instead of having different Review cards for every person on your team, we’ve combined all of your open reviews into one list. The best part? You’ll be able to see the status of each review in one listing. Can you hear the hallelujah chorus?

2. To begin filling out reviews for your direct reports, begin by clicking on an employee and their Review will open for you to fill out.

There will be questions in the review for either the Reviewer (which would be you in this case), for the Reviewee (which is your direct report), or any secondary manager if it applies. You can see questions you need to fill out as Reviewer questions.

Note: All questions require a response. Please make sure you have each question answered in order to submit your review.

3. Once all your questions are answered, you will submit your review at the top right corner of the screen.

4. Your next step will depend on the type of review cycle you are in.

There are two types of Review Cycles - Open and Closed

Open - Means that once all parties in the review have submitted their reviews, the reviewer can see all of their responses before releasing their own. In order for all parties to see all the responses, the reviewer must release the review. No one can sign off on the review until the reviewer clicks to release it.

Closed - Means that once all parties in the review have submitted their reviews, the reviewer will need to submit their review before they are able to see the responses of others in the review. With a closed review, there is not a release review option, only a submit option.

Note: You can view what type of review cycle you are in through the Review details at the top of your review.

5. Your final step is to meet with your direct report and sign-off the review together. The sign-off box will be at the very bottom of the review, so once you are done going through the review with your direct report, you can add in any commentary and sign-off, but you can click 'Go to Sign-off' at the top right if you need to access it quickly.

Re-opening a review

To re-open a Review once it has been submitted, you will need to reach out to your Admin to re-open your review and edit your review. If you are an Admin within Leadr, please see the article Reviews for Admins.

Sharing Your Review

To share a review, you can either print the review or export the whole Review Cycle.

To print an individual review

1. Navigate to the Review Cycle that this review is in and click on the participant that you would like to print your review for. Once you are viewing this participants review, you will select 'Print Review' at the top right corner of the Review page.

2. Upon selecting Print Review, a Pop-Up tab or window should appear, select Print to route to the computers print options.

Please note that the first page of the review will be blank for the most part.

To Export a Review as a CSV

To export a review, you can do this by exporting it as a CSV, which is a text file that has a specific format which allows data to be saved in a table structured format. Similar to an excel spreadsheet.

1. Locate the Review you want to export, this can only be done when the review is completed, meaning it has been signed-off by all participants.
2. Once you are in that Review, you can use the 'Export CSV' button at the top right corner of the screen.

3. Once you select 'Export CSV', a green confirmation bubble will come across the top. If you are receiving a red bubble, please contact Leadr Support.

4. Now you can wait for an email regarding your export.

Downline Visibility

Executive and Manager users can now see the completed reviews of their entire downline, making it easier to see how everyone on the team is performing.

Using Reflections in your Review

During the completion of a Review, the subject of the review (the person who is self-assessing) can reference in the review things that they have bookmarked relating to themself or their reviewer.

Likewise, the reviewer (manager) can incorporate things they bookmarked about the subject of the review.

Reflections Explained

• Both managers and direct reports can add reflections to a review. They can add different reflections to review topics.
  • For example, Tom could add a goal as a reflection in one of his review topics, while Tom's manager could choose a learning assignment.
• You can add as many reflections to each review topic as you want
• You can add reflections to all the question types - free response, custom scale/rating, and multiple choice
• After a review cycle is published, you can still work on things that would be reflections
  • For example, managers and direct reports can bookmark 1:1 topics after their review cycle is active, and those topics will appear as options to add as reflections (as long as they meet the above criteria). Same for completing feedback or learning
• After submitting a review, the reflections will appear under the submitted answer for the person that added it. Then it will open in a drawer where the details can be viewed.
  • For learning, it doesn’t include the content

Adding Agenda Topics as a Reflection

• Agenda topics from your 1:1 with your direct manager that have been bookmarked by clicking the “add topic to next review”
• Both managers and direct reports can bookmark their topics. Each party will only be able to add the topics that they have bookmarked to their review as reflections
• 1:1 meeting dates for the bookmarked topics must be within the start and end dates of the review cycle
• Any related comments will be pulled in for that agenda topic

Adding Goals as a Reflection

• Goals that have a start and end date that overlap with the start and end dates of the review cycle
• Either the start or end date of the goal can overlap with the start and end dates of the review cycle. For example, Tim's Goal started Dec 22 and ends Dec 23 and his review cycle runs from Jan 22- Dec 22, which means this goal will pull in as a Reflection.
• An objective is required
• The goal is not required to be shared with the manager
• Cannot be a Private Goal
• Action items are not required
• The owner of the goal must be the direct report
  • Managers can only add goals that the direct report is the owner of
  • Direct reports can only add goals that they are the owner of
  • Collaborative goals do not apply

Adding Learning as a Reflection

• Learning that was assigned to a direct report by their manager OR assigned to a manager by their direct report that includes a due date within the start and end date of the review cycle
• An introduction and due date are required
• The assigned party must complete learning

Adding Feedback as a Reflection

• Any feedback that was requested from the direct report to their manager OR from the manager to their direct report that includes a due within the start and end date of the review cycle
• An objective and due date is required
• The assigned party must have completed feedback requests

Adding Recognition as a Reflection

• Any recognition received within the start and end date of the review cycle

Adding Accomplishments as a Reflection

• Any accomplishment within a PDP that occurred within the start and end date of the review cycle