What is included in this article? | How to send a set of ratings to employees to complete and view the responses |
Who is this article for? | Admins, Execs and Managers |
Admins and managers can send sets of ratings to employees to complete their self-assessment. Links are sent via email to employees to click through and complete. Ratings can be sent on their own, or as part of a wider performance review survey - both options are outlined below.
Send ratings to employees
Send a set of ratings to employees on their own, watch the click through demo below or follow the written instructions:
Hover over Reviews > select Ratings in the drop down menu.
Click Send ratings.
Select which set of ratings you'd like to send. Hover over the 'i' icon for extra information about those ratings.
Click Next and select who you want to send these to.
Click Send. An email will be sent to all those who are selected with a link to complete their ratings.
Send ratings as part of a wider performance review survey
Within the platform, you can set up a performance review survey to send to employees ahead of 1:1s to gather feedback ahead of the discussion. You can add a set of ratings to this survey and an extra page will be added to the survey where employees can rate the criteria included.
To do this, first set up a performance review survey - steps to do this here.
On the final page of the set up, under the Ratings heading select a set of ratings from the drop down.
Click Add ratings set.
This will automatically be added to the performance review survey as an extra page.
How do I know when employees have completed their self-ratings and how can I view their responses?
On your Reviews > Ratings page, you will find a list of all of the ratings that have been sent.
A tick will appear underneath the Employee completed column once the employee has completed their self-assessment.
Clicking Complete will open up a modal to allow you to view the responses. However, managers and admins can only view these once the manager has given their ratings. This is to prevent any bias and ensure the manager's own ratings are not influenced by the employee's responses.