WizzHire HR · Performance reviews
Performance reviews and the conversation that follows.
You choose who writes about whom: a lead about their team, a team about their lead, colleagues about one person, or two people about each other. A self-review can be added to any of them. Nobody sees what was written about them until HR shares it.
Results
Every review is read in full, not as one number.
The result is not a sum. Each writer has their own card, with an answer to every question and an overall rating of their own, above them the average of the reviews that came in and how many there are.
- Each review is its own card, with an answer to every question and an overall rating of its own, so you can read what each person wrote rather than an average.
- On an anonymous review the writers are not named. They are numbered, the time they sent it is left out, and the person's own self-review stays marked as theirs.
- A review reaches the person only once HR shares it. Until then the page does not exist for them, and HR cannot share it while reviews about that person are still outstanding.
Who sees what
A review is honest only when people know who reads it.
So access does not follow rank. HR reads it, the person reviewed reads theirs, and anybody else who should read reviews is granted that, not given it for leading a team.
HR reads everything
Every review and the name of whoever wrote it, while the cycle runs and after it, anonymous or not.
The person reads theirs
On their own page, once HR has shared it, and only what was written about them. Earlier reviews stay there, newest first.
A manager is granted nothing
Reviews do not open along the reporting line. Leading a team does not show you your people's reviews unless you are also the one running the review.
See it with your own questions.
A short call, your cycle on the screen. We set the questions, who writes about whom, and when a review is shared, while you watch.
See also
More from WizzHire HR.
- Hire to employeeThe hired candidate becomes an employee record, already filled in.
- Employee profileOne profile per person, with the documents and the dates.
- Org chartDepartments and reporting lines, drawn from the records themselves.
- ProtocolThe first week runs off a checklist you built yourself.
- Time offEmployees request time off from their own page, and the days left update automatically.
- Absence calendarWho is out and when, on one calendar: HR reads it for the company, a manager for their own team.
- Shifts and work timeA shift roster, and a record that offers itself from it.
- Employee accessEveryone gets their own access. You get reports from the same records.
- HR setupHR opens once you have set the leave types, the holidays and who approves what.