Performance

Performance runs reviews that actually finish — appraisal templates, goals/OKRs, 360° feedback, and a dashboard that shows where every review stands.

Set up appraisal templates

1. Go to XO People → Performance → Templates → New.
2. Choose the sections — competencies, goals, values — and their weights.
3. Set the rating scale and who contributes (self, manager, peers).
4. Save as a reusable template.

Goals & OKRs

1. Employees and managers set goals/OKRs with measurable key results.
2. Track progress through the cycle; goals feed the appraisal score.

Run a review cycle

1. Open Performance → Cycles → New cycle.
2. Pick the template, population (department/company), and timeline.
3. Launch — XO notifies participants and opens self, manager, and 360° assessments.
4. Track completion on the dashboard; nudge late reviewers.
5. Calibrate scores across managers for fairness, then finalize and share outcomes.

📷 Screenshot: the cycle dashboard showing completion % by department.

360° feedback

Invite peers and cross-functional reviewers; XO aggregates anonymous feedback into the review.

Permissions & migration

• Set permissions so employees see only their own review and managers see their team.
• Migrate historical evaluation data when moving from another system.

Best practices

• Keep templates short and weighted — fewer, meaningful sections beat long forms.
• Tie appraisals to goals set at cycle start, not invented at review time.
• Always calibrate before sharing to keep ratings consistent across managers.

Troubleshooting

• Reviews stuck incomplete. Use the dashboard to find non-responders; reassign if a manager changed mid-cycle.
• Employee can’t see their review. Check permissions and that the cycle stage has been shared.

Related guides

• Workforce Planning
• Recruitment
• Engagement