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Do You Have Trouble Scheduling Performance Reviews With Your Employees?

April 25th, 2022


An organization that seeks to gauge how an employee progresses in their role invests in its greatest asset, people. Scheduling performance reviews at any time allow managers to quickly determine what requirements are necessary for an employee to succeed.


A robust performance management system ensures that organizations can set high standards for employees to follow. It is paramount that an organization garner interest in constant improvement through the company.


Here is a detailed overview of how TriblockHR can make performance management seamless for your organization!



Performance reviews begin by creating reusable templates, which enable managers to recycle questions for later use. Scheduling reviews, such as quarterly or yearly evaluations, are easily reenacted with a few clicks.


While creating a template, managers can set a name, description, and employee and manager questions for each review. Once successfully created, managers can use that template in an upcoming performance review. However, a review cannot be edited once in use.


People working on laptops


People working on laptops



TriblockHR allows both employees and managers to see various metrics. These include the total number of reviews, overdue reviews, due in seven days, due in thirty days, and incomplete and complete reviews.


TriblockHR provides a simple overview of all reviews linked to an employee and manager. The overview consists of the review's name, employee's and manager's name, status, and due date. When a performance assessment is ready to be scheduled, managers can select a review template, employee, and due date. Consequently, a successfully scheduled review notifies all parties via email.


People working on laptops


Now that review's status has been set to "Scheduled," employees and managers are tasked with responding to the review.


People working on laptops



Completing a performance review in TriblockHR encompasses ease and communication. Throughout the entire assessment, both the employee and the manager are constantly aware of the status of the review. Additionally, TriblockHR notifies each user on which action to perform.


Performance review statuses include Scheduled, Employee Completed, Manager Completed, Ready For Review, Employee Sign Off, Manager Sign Off, In Review, Completed, and Cancelled. Whenever a review status has changed, TriblockHR notifies each person via email that communicates the update.


People working on laptops


People working on laptops


Scheduled → Employee/Manager Completed

The first phase of a performance review is for all parties to submit their questions and meaningful comments. Employees and managers cannot see each other's questions and answers until the performance review is "Ready For Review,"; meaning both parties have completed their questions and signed off for completion in this status. TriblockHR prohibits an employee or manager from updating their answers and comments after submitting the review.


Employee/Manager Completed → Ready For Sign Off

The next phase is for the employee and manager to liaise and agree to sign off.


People working on laptops


Ready For Sign Off → Employee/Manager Sign Off

Once each individual agrees to sign off on their response, the performance will be ready for review.


Employee/Manager Sign Off → In Review

The third phase reveals all answers and comments submitted by the employee and manager. However, only a manager is permitted to carry out the last step.


People working on laptops


In Review → Completed

The final phase of a performance evaluation is for the manager to successfully conclude the review by clicking the "Complete Review" button.


People working on laptops


People working on laptops


A flexible and high-quality performance management system is not limited to performance tracking. With TriblockHR, you can assess an employee's development and performance to advance organizational goals. TriblockHR allows templates to be used for feedback, one-on-ones, and surveys, ultimately fostering engagement throughout the organization.