Complete guide to managing, conducting, and tracking employee performance reviews in EasyDo 365

Employee Performance Review

Performance reviews are a critical component of employee development and organizational growth. EasyDo 365's performance review system provides a structured, transparent way to evaluate employee performance, provide feedback, and track improvement over time. The system allows managers to assess employees across multiple performance categories using intuitive slider-based ratings, ensuring consistent and fair evaluations.

Regular performance reviews help align employee goals with organizational objectives, identify training needs, recognize high performers, and address performance gaps. The digital performance review system in EasyDo 365 eliminates paperwork, ensures timely completion of reviews, maintains historical records, and provides analytics on team performance trends. Whether you're conducting annual reviews, quarterly check-ins, or probation assessments, the system accommodates various review cycles and methodologies.

The performance review module distinguishes between completed reviews (in the "Reviewed" section) and pending evaluations (in the "Pending" section), making it easy for managers to track their review responsibilities and ensure no employee is overlooked. The ability to edit previous reviews allows for performance discussions and adjustments based on new information or achievements.

Video Tutorial

Prerequisites

To manage performance reviews, you need:

Manager or administrative access in EasyDo 365
Employees assigned to your reporting structure
Understanding of your organization's performance criteria
Authority to conduct performance evaluations
Active employees in the system

Accessing Performance Review Section

Open EasyDo Tasks App

Launch the EasyDo Tasks app on your phone and log in with your manager credentials.

Navigate to Company Tab

From the main menu, tap on the Company tab to access company management features.

Access Company Dashboard

Within the Company tab, tap on Company Dashboard.

This opens your administrative control panel with various management functions.

Open Performance Review

In the Company Dashboard, locate and tap the Performance Review button.

The Manage Review window will open, displaying reviewed and pending sections.

Understanding Review Sections

The Performance Review interface is organized into two main sections:

Reviewed Section

Purpose: Displays employees who have already received performance reviews

What You See:

List of employees with completed reviews
Review dates
Overall performance scores
Review status

Actions Available:

View existing reviews
Edit previous reviews if needed
Compare performance over time
Generate review reports

When to Use:

Reviewing past evaluations
Tracking performance trends
Preparing for follow-up discussions
Making promotion or compensation decisions
Conducting performance analysis

Pending Section

Purpose: Shows employees who need performance reviews

What You See:

Employees awaiting their review
Review due dates (if configured)
Employee basic information
Time since last review

Actions Available:

Add new performance reviews
Prioritize review schedule
Track pending responsibilities
Ensure no employee is missed

When to Use:

Conducting review cycles
Meeting review deadlines
Systematic team evaluation
Onboarding review checkpoints

Reviewing Existing Performance Reviews

Navigate to Reviewed Section

In the Performance Review window, ensure you're viewing the Reviewed section.

This shows all employees who have received performance evaluations.

Select Employee

Tap on an employee's name to view their performance review details.

The review form will open, displaying all performance categories and ratings.

View Review Details

Review the employee's performance ratings across all categories. Each category typically shows:

Category name (e.g., Work Quality, Punctuality, Communication)
Rating value (usually on a scale, such as 1-5 or 1-10)
Visual slider showing the rating
Comments or notes (if included)
Review date and reviewer name

Edit Review (If Needed)

If you need to update a previous review:

Adjust the sliders for each performance category
Update ratings based on new information or corrections
Add or modify comments
Tap the Edit button to save changes

Reasons to Edit:

Correction of errors
Updates based on recent performance
Adding missing information
Formal review discussions requiring adjustments

Conducting New Performance Reviews

Go to Pending Section

In the Performance Review window, navigate to the Pending section.

This displays all employees who haven't received their current review cycle evaluation.

Select Employee for Review

Tap on the name of the employee you want to review.

Consider reviewing employees in a logical order:

By team or department
Based on review due dates
Priority employees (new hires, performance issues)
Alphabetically for systematic completion

Open Review Form

Tap the Add Review button to open the performance evaluation form.

The form displays multiple performance categories with rating sliders.

Rate Performance Categories

Use the sliders to rate the employee's performance in each category.

Common Performance Categories:

Work Quality: Accuracy, thoroughness, and attention to detail
Productivity: Output volume and efficiency
Punctuality: Timeliness and attendance
Communication: Verbal and written communication skills
Teamwork: Collaboration and cooperation
Initiative: Proactivity and self-motivation
Problem-Solving: Analytical thinking and solution finding
Technical Skills: Job-specific competencies
Leadership: Management and mentoring (if applicable)
Customer Service: Client interaction quality (if applicable)

Rating Guidelines:

Move each slider to the appropriate position
Use the full rating scale (don't cluster all ratings)
Be objective and evidence-based
Consider the entire review period
Compare against job expectations, not other employees

Provide Context and Comments

While the video shows slider-based ratings, many systems also allow comments:

Effective Comments Include:

Specific examples of performance
Achievements and accomplishments
Areas of improvement
Training or development recommendations
Goals for next review period

Best Practices:

Be specific rather than general
Focus on behaviors and outcomes
Balance positive and constructive feedback
Avoid emotional language
Document significant incidents

Review Your Ratings

Before submitting, review all categories to ensure:

All categories are rated
Ratings accurately reflect performance
Overall evaluation is fair and balanced
Ratings are consistent with comments (if provided)
Extreme ratings are justified

Submit the Review

Once you've completed all ratings and comments, tap the Submit button.

The review is now saved in the system and moves to the "Reviewed" section.

The employee may receive notification of their review (depending on your organization's settings).

Performance Review Best Practices

Preparation Before Reviews

Gather Data: Collect attendance records, task completion rates, project outcomes
Review Goals: Check objectives set during last review period
Collect Feedback: Gather input from peers, clients, other managers if applicable
Document Examples: Note specific instances of good or poor performance
Schedule Time: Allocate adequate time for thoughtful evaluation

During the Review Process

Be Objective: Base ratings on observable behaviors and outcomes
Use Evidence: Support ratings with specific examples
Avoid Bias: Be aware of recency bias, halo effect, personal preferences
Consistency: Apply same standards across all employees in similar roles
Holistic View: Consider entire review period, not just recent events

Rating Guidelines

Excellent Performance (Top Rating):

Consistently exceeds expectations
Sets example for others
Takes on additional responsibilities
Demonstrates exceptional skills

Good Performance (Above Average):

Regularly meets and often exceeds expectations
Reliable and competent
Shows initiative and growth
Positive team contributor

Satisfactory Performance (Average):

Meets basic job requirements
Performs assigned duties adequately
Room for improvement in some areas
Stable, consistent performance

Needs Improvement (Below Average):

Struggles to meet some expectations
Requires additional support or training
Performance gaps in key areas
Needs development plan

Unsatisfactory Performance (Lowest Rating):

Fails to meet basic requirements
Significant performance issues
Requires immediate intervention
May warrant performance improvement plan

Post-Review Actions

Discussion: Schedule face-to-face review discussion with employee
Goal Setting: Establish clear objectives for next review period
Development Plan: Create action plan for improvement or growth
Documentation: Keep records of review and discussion
Follow-up: Schedule check-ins to monitor progress

Performance Review Cycles

Common Review Frequencies

Annual Reviews:

Comprehensive yearly evaluation
Typically tied to compensation decisions
In-depth performance analysis
Goal setting for next year

Quarterly Reviews:

More frequent check-ins
Course correction opportunities
Progress tracking against annual goals
Earlier intervention for issues

Probation Reviews:

For new employees during probation period
Usually at 3 months and 6 months
Determines continuation of employment
Early performance indicators

Project-Based Reviews:

After completion of major projects
Focused on specific assignment performance
Captures timely feedback
Contributes to annual review

Setting Up Review Cycles

Establish clear review schedules:

Define review frequency for your organization
Set review windows (e.g., January for annual reviews)
Communicate schedule to all managers
Track pending and completed reviews
Send reminders for approaching deadlines
Generate completion reports

Using Reviews for Organizational Decisions

Compensation and Bonuses

Link performance ratings to salary increases
Use reviews to determine bonus eligibility
Identify high performers for special recognition
Ensure equitable compensation based on contribution

Promotion Decisions

Track performance trends over multiple reviews
Identify consistently high performers
Assess readiness for increased responsibility
Document promotion justifications

Training and Development

Identify skills gaps across teams
Prioritize training investments
Create personalized development plans
Track improvement after training

Succession Planning

Identify high-potential employees
Assess bench strength for key positions
Plan leadership development
Prepare for organizational changes

Performance Improvement

Identify underperformers early
Create structured improvement plans
Document performance issues
Support difficult employment decisions

Key Features

EasyDo 365 Performance Review system offers:

Structured Evaluation: Consistent categories across all reviews
Slider-Based Ratings: Intuitive, visual rating interface
Historical Tracking: View performance trends over time
Pending Alerts: Never miss an employee review
Edit Capability: Update reviews as situations change
Mobile Access: Conduct reviews anywhere, anytime
Organized Sections: Clear separation of reviewed vs pending
Quick Access: Integrated into Company Dashboard
Reporting: Generate performance reports and analytics

Troubleshooting

Cannot See Employees in Pending Section

If pending section is empty:

All employees may already be reviewed for this period
Check if employees are assigned to your reporting structure
Verify you have permission to review employees
Confirm review cycle has been initiated
Check branch filter settings

Review Not Saving

If review won't submit:

Ensure all required categories are rated
Check internet connection
Verify you have editing permissions
Try closing and reopening the form
Contact support if issue persists

Wrong Employee List Showing

If you see unexpected employees:

Verify you're viewing correct company/branch
Check your reporting manager assignments
Confirm your authority level permits these reviews
Update reporting structure if incorrect

Tips & Tricks

Batch Reviews: Set aside dedicated time to complete multiple reviews
Notes During Year: Keep running notes on employee performance for easier review writing
Calibration: Discuss ratings with peer managers for consistency
Employee Self-Review: Have employees submit self-evaluations first
Regular Check-ins: Don't save all feedback for formal reviews
Development Focus: Frame reviews as growth opportunities
Documentation: Screenshot or export reviews for offline reference
Trend Analysis: Compare reviews year-over-year for insights
Fairness Check: Review your ratings across all employees for unintended bias

Employee Register - Managing employee records
Add Employee - Adding new employees to review
Company Dashboard - Main administrative interface
Employee Dashboard - Where employees view their reviews
Company Reports - Performance analytics
Location Monitoring - Track employee locations

Need Help?

Performance reviews are a critical management responsibility. If you need assistance:

Training: Request training on conducting effective performance reviews
HR Support: Consult with HR on review policies and procedures
Calibration Sessions: Discuss with fellow managers to ensure fair, consistent ratings
Templates: Request organizational performance review templates
Best Practices: Consultation on building effective review processes
Technical Support: Help with system issues or access problems

Remember, effective performance reviews are not just about ratings—they're conversations about growth, expectations, and success. Use EasyDo 365 as a tool to facilitate meaningful performance discussions and employee development!

Employee Performance Review

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