Performance & Goals

Setting goals and tracking performance are crucial to a company's success. Using flair, you can keep track of progress and measure it against your company, team, and individual objectives.

Learn About Performance & Goals


Creating a Performance Review or Self-Assessment
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Performance reviews and self-assessments are important as they provide a structured way for companies to evaluate productivity, support employee development, and facilitate open communication.

With the flair HR app's Engagement page, you can customize performance reviews and self-assessments easily for HR managers and employees. Here’s how it works.

  1. Navigate to the Engagement page in the flair HR app on Salesforce.
  2. Choose the Performance Review tab and select New Performance Review. This will allow you to create a new performance review or self-assessment.
Performance Review
  1. Give the performance review or evaluation a Name and include any necessary Introduction Text. For example, you may want to outline the forthcoming format to an employee. Then select next.
Performance Review Name
  1. Choose the performance review’s Timeline to set the order of assessment:
    • Simultaneous: Both employees and managers complete the assessment simultaneously, with the manager gaining visibility into the employee's answers only after both have submitted their assessments.
    • Sequential: This type of assessment begins with the employee providing their responses. Only once the employee has completed their assessment can a manager proceed to complete their own assessment.
  2. Next, input a Deadline for the employee and manager to complete their assessment tasks.

If you are creating a sequential performance review or assessment, ensure that the manager's deadline follows chronologically after the employee's deadline to avoid error.

  1. The final step is to customize some key parameters for the performance review. Using a slider you can select the following:
  • Self-Assessment: Opting for this setting indicates that the evaluation is a self-assessment.
  • Peer Reviewers: Activating this option allows you to conduct a peer review, whereby anonymous peers or colleagues are nominated to give feedback on an individual’s performance. Peer reviewers can only be added to a sequential performance review.
  • Required question visibility: Sliding this button means managers can only see answers to questions that are mandatory to answer.
  • Goals management: Enables both employees and managers to establish, monitor, and revise goals.
  • Mandatory meeting: Sliding this option indicates that a meeting must be scheduled for the manager and employee to discuss the review.
  • Signature: Activating this button means the employee and manager must provide a signature to complete the review process.
  • Employee satisfaction survey: Enable confidential feedback on the review process to HR without manager visibility.
Create Performance Review
  1. Click on Create to finish the performance review creation process.
  2. To assign an employee to the new performance review, click on the name of the assessment (e.g., Performance Review 2024). Select Add in the Participants tab, and choose an employee.

Adding Performance Review Sections and Questions
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After creating the initial performance review draft, start designing the section layout and adding questions. You can do this in the Assessment tab of a performance review. Here’s how it works.

  • In the flair HR app, open a newly created performance review via the Engagement page.
  • Select the review you'd like to add sections and questions to.
Engagement Performance Review
  • Next, choose the Assessment tab and click Add Section to organize the layout.
Add Section
  • Once you have given your newly added section a name, you can add questions. For each question you create, you can choose a question type. They include:
    • Scoreboard: Give a thumbs-up rating to a statement or question.
    • Single Choice: Choose one option from multiple answers.
    • Multiple Choice: Choose multiple answer options.
    • Rating 1-5: Rate a question or statement from 1 to 5.
    • Free Text: Respondents can provide answers in their own words, without being restricted to predefined options.
    • Free Slider: Indicate a rating from a range by moving a slider handle.
Question Type

You can include as many sections and questions in a performance review as you want by clicking Add Question

  • You will next have to add participants to the performance review before you can publish and send your performance review to the relevant employees.

Adding Participants and Sending a Performance Review
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Once you have added the relevant sections and questions to your performance review, it's time to add the names of the people participating. Here’s how it works.

  • Just as you added sections and questions, choose the performance review where you want to include participants.
  • This time, select the Participants tab and use the Add button to include employees in the performance review.
Add Participants
  • It is possible to filter your employee search by Department, Location, Manager, Position, Name, and Start Date when adding participants. Click Add once you are happy with your selection.
Click Add
  • Choose the team member to act as the Default Reviewer by clicking the Change button on the right-hand Settings card.
Default Reviewer
  • To initiate and dispatch your performance review, simply click on the Publish button located within the status card on the right labeled "This cycle is in setup state."
  • Once the performance review is published, employees will then be notified by email and in the Employee Hub. It’s important to note that once your performance review is active, you won’t be able to modify its features.

How To Edit or Delete Performance Review Questions
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A performance review can have three different states:

  1. Setup: A draft mode that allows you to make changes to questions
  2. In Progress: Employees and managers can start answering the review questions
  3. Finished: The cycle is closed and changes are restricted

You can only make changes to the questions in a performance review if the review is in the Setup state. To do this click go back into the Assessment section of a performance review and select the dropdown arrow beside a question.

Dropdown arrow

If the review forms have already been created (and the status of the feedback cycle is Publishing, In Progress, or Finished) then those forms will not be updated with your changes. But if you add new employees to the review, they will receive the updated questions.

When your performance review is in Setup mode, you can remove questions. Simply click the trashcan icon to the right of the question. Please note, the changes will be applied immediately – you will not be asked to confirm the deletion.

Remove questions from a feedback assessment

Creating an Evaluation With Peer Reviewers
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Peer reviews enable 360-degree feedback by incorporating insights from colleagues who work closely with an employee under evaluation. Creating a peer review performance evaluation offers perspectives from different angles within an organization and contributes to a more comprehensive assessment of an individual’s performance.

Peer reviewers can only be added to a sequential performance review.

To enable a peer review, create a new sequential performance review and then follow these steps

  • In the new performance review, toggle the Peer Reviewers setting to active and choose the desired number of peer reviewers for the assessment. The maximum number of peer reviewers is five.
Peer Reviewer
  • Add sections and questions to your peer review as you would with any performance review using the Assessment Tab.
Performance Review Sections
Performance Review Section 2

Next, select the individual due to be assessed during the performance review using the Participants option. Then click publish. The performance review manager and the employee under evaluation will be notified in the Employee Hub.

Peer Review Publish

Assigning Peer Reviewers in the Employee Hub
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Once a peer review assessment has been published, the assigned manager and the individual under evaluation will be notified in the Employee Hub. Next, the assigned manager will get to pick the peer reviewers who will participate in this performance review. To do this, the manager will need to follow these steps:

  • As a manager, select the newly assigned performance review using the Development tab in the Team section of the Employee Hub.
Employee Hub Peer Reviewers
  • Then select Assign peer reviewers. A search bar will appear allowing you to pick the peer reviewers from a list of employees.
Peer Review Hub
Peer Review Assign
  • After you select the peers, these individuals can provide feedback alongside the employee and the performance review manager via the Employee Hub.
  • Once peer reviewers have completed their assessment, the performance review manager can see the results in the bottom right corner of the performance review screen.
  • If a performance review includes rating questions, an average score will be determined by aggregating the responses provided by peer reviewers.
Peer Reviews 7
Peer Review Meeting
  • After the employee finishes their self-assessment and answers the performance review questions, you, as the manager, can give your feedback. Click Submit to finalize the performance review.

Scheduling a Performance Review Meeting
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If a performance review with a mandatory meeting has been created, the performance review manager can schedule a meeting as the final step in a performance review.

Once each person involved in a performance review has submitted their feedback, the performance review manager has two options for scheduling a meeting.

  1. You can click the Schedule button in the Meeting section.
  2. Or you can click the button labeled Submit & Schedule Meeting.
Peer Review Meeting
  1. Lastly, set a time and date for meeting with the person who has been evaluated.
Peer Review Meeting 10

Answering Assessments
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Assessments are a good way to get feedback and track progress. Using flair, managers can assess employees in their team, while employees also have the chance to fill in a self-assessment to reflect on their performance. Here’s how to complete a performance review as an employee.

Completing Your Self-Evaluation
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Every once in a while, your manager will want you to submit a form of self-evaluation. You can do this easily via the Employee Hub.

In your Employee Hub, you’ll see a notification on your dashboard that you have a Performance Review to do. When you click on it, it’ll take you to your Reviews page, where you can see the review request.

Click on Start Self-evaluation. This will direct you to a prepared form, where you can start filling out the desired fields and then click Submit.

After submitting the evaluation, you can go back and modify your answers if you have not yet had a meeting with your manager to discuss the evaluation.

Complete your self-evaluation in the flair Employee Hub

Managing Employee Assessments
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Once employees have completed their self-evaluations, as a manager, you’ll need to review them and schedule meetings. Here’s a quick guide to managing that process:

Scheduling Employee Assessments
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In your Manager dashboard on the Employee Hub, you’ll see pending reviews on the right side. Click on Go there. It’ll redirect you to your Reviews page, where you can either review employees or yourself.

When reviewing an employee, click on Start review. You’ll be redirected to a performance review form prepared in Salesforce. While filling out the review form, you’ll see on the right that you can also schedule an assessment Meeting with the respective employee and manage their Goals.

Managers can review employee performance in the Employee Hub

Compare Feedback
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On the Assessments page, managers can see their review input and that of the employee. Using this page, you can compare responses to a review and add resolutions underneath the performance questions.

Managers can review employee performance in the Employee Hub

Feedback Cycle Outcomes
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As an HR manager, you’ll need a clear overview of ongoing feedback outcomes for employees and managers alike. View answers and outcomes, and take actions based on them. See below how to start reviewing feedback cycles.

Reviewing Feedback Cycles in Salesforce
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In flair HR in Salesforce, under Feedback Cycles, you can see the Participants tab and their statuses. If you click on the Magnifying Glass icon, you’ll see the questions that have been discussed by both the employee and manager.

A color code indicates how well the employee and manager are aligned in the feedback cycle. For example, if the employee and manager feedback answers are similar, a green Outstanding rate will display. A poor alignment will be shown in red.

Overview of Goals
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Goals are crucial for every individual in a company. They help improve motivation, productivity, and growth. That’s why no matter your job position, the flair Goals feature is a perfect way to put you on the road to success. To get started on planning goals, read the short guide below.

In flair HR under the Engagement page, you’ll find the Goals tab. This tab allows you to oversee goals created for your company or employees. To add a goal, simply select New Goal.

There are three different types of goals:

  1. Company goals: These are aspirations for the company. They can only be created by HR managers in Salesforce.
  2. Team goals: Create objectives for a specific department or team. They are created by managers and HR alike in the Employee Hub and Salesforce.
  3. Individual goals: Short or long-term goals that apply to your work. They can be created by employees, managers, and HR in the Employee Hub and Salesforce.

Creating Goals in flair HR
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Now that you know the kinds of goals in the flair solution, let's begin creating specific goals using the flair HR app.

Managers can review employee performance in the Employee Hub

In Salesforce under the Engagement page, go to the Goals section and click on New Goal. Select the type of goal you want and define its status such as On track.

After, you can assign managers or employees. The goals creation section also allows you to define the time period, the metrics, and the visibility preferences of your goal.

It’s important to note that defining a time period is mandatory. By clicking Next, you can add a title and a description of the goal. Before saving, you’ll see a review of all the information you entered.

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