Performance & reviews

/hcm/performance and the per-employee tabs are where you do 1:1 check-ins with your manager, run 360 feedback at review time, respond to pulse surveys, and read calibration outcomes after HR completes a review cycle. Anonymity, k-anon thresholds, and 4-eyes review are wired into every surface where they're warranted.

TL;DR — Open HCM → Performance. Recurring 1:1s with your manager live under Check-ins. At review time, 360 feedback requests appear in your Action Inbox; you respond anonymously (k-anon n<3 reveal blocks). After calibration, you read your outcome on the same surface.

1:1 check-ins

A 1:1 check-in is a recurring conversation between you and your manager. AxisSynapse provides shared notes + action items + an AI talking-points helper.

1. 1

   Open Performance → Check-ins

   Your active 1:1 series with your manager appears. New series start when your manager creates one (or vice versa if your workspace lets you propose).

2. 2

   Add agenda items between meetings

   Anything you want to discuss — questions, blockers, achievements, career discussion. Items persist across meetings until acted on.

3. 3

   Use the AI talking-points helper (optional)

   Click Suggest agenda to get prompts based on your recent goals, completed work, and items your manager added. PII is anonymised before the prompt.

4. 4

   During the meeting

   Take shared notes. Mark items as action items; assign owner + due date.

5. 5

   After

   Action items appear in both your Action Inbox and your manager's; both sides can complete them.

360 feedback

At review time, you nominate peers + cross-functional partners to provide feedback on your work. Workspace policy decides who you can nominate (direct collaborators? all teammates? cross-team?).

1. 1

   Receive a feedback request

   Appears in your Action Inbox when someone nominates you.

2. 2

   Read the prompts

   Workspace-defined prompts (strengths, areas of growth, project-specific).

3. 3

   Respond anonymously

   Your response is anonymized to the subject. The subject sees the response text but not your identity.

4. 4

   K-anon reveal block

   If fewer than 3 colleagues responded, the subject sees a redacted card instead of individual responses — your identity can't be inferred by elimination.

Pulse surveys

Pulse surveys are short, frequent (weekly or bi-weekly) check-ins on team health. Workspace admins author the questions; responses are k-anon-locked at n<5 by default.

Calibration outcome

After your review cycle, HR runs a calibration session with managers to align ratings across the workspace. The session is 4-eyes (HR finalizes; the proposing manager doesn't finalize their own proposals). After finalization, you see your outcome on the performance surface.

Every field, explained

Common gotchas

• "My 360 feedback was anonymized but I think the subject still knew it was me." K-anon n<3 protects from elimination but doesn't protect from voluntary disclosure (telling them directly) or from content that's only meaningful from your perspective.
• "My pulse response disappeared." Pulse responses are aggregated; individual responses aren't retrievable.
• "My calibration outcome differs from my manager's pre-cal proposal." Calibration normalizes across managers; an outlier proposal is often adjusted toward the workspace distribution.
• "My 1:1 action item is in my inbox but I think it belongs to my manager." Either party can complete; the owner shown is the intended primary but anyone with access can update.

Troubleshooting