Keep Profiles Complete

The more employee data entered, the better the org chart, directory, and reporting work. Incomplete profiles create gaps in visibility and make it harder to track compensation, equity, and team structure.

Set Managers Correctly

Manager assignments power the org chart, My Team view, and evaluation routing. When these are wrong or missing, managers can’t see their direct reports and evaluations get assigned to the wrong people.

Run Evaluations Consistently

Pick a cadence and stick to it. Sporadic reviews are worse than none — they create anxiety and don’t build the feedback habit. Monthly check-ins don’t need to be heavy; a few focused questions are enough.

Use Self + Manager Assessments Together

Comparing self-perception vs manager view surfaces blind spots. Where scores diverge is where the interesting conversations happen.

Don’t Over-Engineer Templates

Start simple, add questions as you learn what actually informs decisions. A 50-question annual review nobody completes thoughtfully is worse than 5 good questions people actually engage with.