If you manage or review people, Performance Leader gives you a view of how they are getting on without needing administrator access. There are two such views, and you may have one or both.

Direct reports covers the people who report to you or whom you review. It appears automatically, based on the reporting relationships held against each person's record.

A leadership view covers a wider population — a practice group, a department, a location — and is assigned to you by an administrator. It carries the name your firm chose for it, so you might see "Practice view" or your own group's name in the menu rather than the words "leadership view".

Both are read-only. You can see, sort, filter and export what is there, but you cannot change anyone's data from these screens.

Open Direct reports from the main menu. Your firm may have renamed this, so it could appear as Reviewees or something similar.

The Overview tab opens on an engagement table covering everyone in your scope: their role in relation to you, active objectives, objective updates, feedback given and received, last activity, last check-in, and an overall engagement rating. Sort by any column to find the people who need attention.

Below the table, People to nudge lists anyone who has gone quiet, with the reason — no activity in 30 days, no active objectives, no feedback in 60 days. Conversation starters suggests topics for your next one-to-one with each of them.

The Feedback and Objectives tabs break the same population down by those modules. Reviews is covered below.

Your leadership view appears in the main menu under the name your firm gave it.

Underneath the title you will see the scope you have been given — departments, role profiles, locations, and the number of people in it. If that scope looks wrong, an administrator controls it.

Leadership views carry more tabs than direct reports, because the population is larger:

Only the modules an administrator enabled for your view will appear.

The Reviews tab works the same way in both views. It lists every review for the people in your scope, so you can see at a glance who has finished, who has not, and where each review has stalled.

Each row shows:

The contributors column is the one worth watching during a live cycle. A review sitting at 0/4 is waiting on four people who have not yet responded, and chasing them is usually faster than chasing the reviewer.

Note that the Reviews tab looks back 12 months by default, where the other tabs use a shorter window. Change it using the date range at the top of the page.

Use Filters to focus on a subset. You can filter by status, review type, department, position and location, and each filter lets you tick more than one value at a time.

There is also a search box for finding a particular person, and a column control for changing which columns are shown.

Export downloads the current list as an Excel file.

The export contains more than the screen does. Alongside everything in the table it includes each person's email address, job title, supervisor and secondary supervisor, department, position and location, the named step a review has reached rather than just its number, and contributor feedback split into how much has been returned and how many contributors are still outstanding.

That makes it the right tool for a compliance check partway through a cycle — filter to the population you care about, export, and you have a list of exactly who is holding things up and who to contact.

Both views are read-only. You can read, sort, filter and export, but you cannot edit anyone's data, change a review, or send a reminder from these screens.

If you need to act on what you find — reopening a step, reassigning a reviewer, sending reminders — that needs administrator access. Speak to whoever administers Performance Leader at your firm.