HR performance review workflow for Tallyfy

Run manager reviews that drive real development

Manager reviews often become checkbox exercises that don't lead to actual improvement. This workflow guides you through gathering feedback, preparing assessments, conducting the conversation, and documenting outcomes so reviews drive meaningful development.

6 steps

4 fields

Import into Tallyfy Preview steps

Human Resources reviews

Run this workflow in Tallyfy

Import this template into Tallyfy and assign the performance data gathering step to HR coordinators

Upload your manager review template as a file attachment and configure the 5-day deadline for each review stage

Track review completion across all managers in Tallyfy to ensure follow-up conversations happen and development goals don't get forgotten

Import this template into Tallyfy

Process steps

Manager performance review

5 days from previous step

task

Use this template to write your manager performance review: Template: {{manager-review-template-7749970}}

Gather performance data

1 day from previous step

task

Collect input from multiple sources before the review. Direct reports, peers, stakeholders who work with this manager. Look at objective metrics - team performance, turnover, project delivery. Balanced feedback gives an accurate picture.

Prepare review content

1 day from previous step

task

Organize your feedback into clear themes. What is working well? Where are gaps? Be specific with examples rather than vague generalizations. Prepare both strengths to recognize and development areas to address. Do not surprise them with anything major.

Conduct the review meeting

1 day from previous step

task

Have a real conversation, not a lecture. Share your assessment, then listen to their perspective. Discuss what support they need to improve. Focus forward on development rather than dwelling on past mistakes. End with clear action items and commitments.

Document outcomes

1 day from previous step

task

Write up the review with agreed upon goals and development plans. Include both their self-assessment and your evaluation. Document any compensation decisions. Have them sign acknowledging receipt. File appropriately for HR records.

Follow up on development

1 day from previous step

task

Do not let the review be a once-a-year event. Check in regularly on progress toward goals. Provide coaching and resources they need. Adjust plans as circumstances change. Ongoing development conversations are more valuable than annual reviews.