A review that reflects what happened this year, not what's easiest to remember.
Everything set and discussed through the year feeds straight into the review, so the outcome is based on evidence, not memory.
“We need reviews that feel fair and useful to everyone involved.”
Ground every review in clear expectations, contributions from across the year and practical next steps.
How it comes together.
Six stages a real organisation used to turn a year of feedback and shout-outs into one shared starting point.
AI builds the summary first.
Shout-outs, feedback and context from the year are pulled together in one place, visible to both the employee and their manager, before either of them writes anything.
The employee rates themselves against the expectations set at the start of the cycle.
Their reflection is informed by the summary already prepared, not built from memory alone.
The employee chooses whether to include a career conversation.
A structured set of questions lays the groundwork if they do, so the manager goes in already knowing what matters to the employee, where they want to head, and what experience or capability might help get them there.
The manager completes their own review from the same summary.
If a career conversation was requested, they can see what the employee wants to cover.
The two come together as one conversation.
The performance review and the career conversation, where there is one, happen in the same meeting.
The manager confirms the outcome.
That closes the review and gives the next round of expectations a starting point.
Not the only way to do it.
Another organisation adds a calibration step before anything is released: ratings get checked and adjusted centrally before results go out, and release doesn't depend on one manager being available, so nothing stalls if they're on leave. Both run on Crewmojo exactly as each organisation runs them today.
Reviews don’t have to be just employee and manager.
360 feedback, peer input, even external nominations can feed into the same review, gathered and summarised alongside the manager’s own assessment.
Reviews don’t have to run once a year.
Probation check-ins, a review tied to starting a new role, an anniversary date, even a process built into onboarding, all run the same way, whenever the actual moment calls for it.
Frequently asked questions
Something else on your mind? Talk to us directly.
Does this only work for annual reviews?
No. The same structure runs mid-year and end-of-year reviews, probation reviews, anniversary-based reviews, or a review triggered by moving into a new role, whatever your organisation runs reviews around.
Does the review have to wait until both self-review and manager review are done?
That's configurable. Some organisations sequence it that way, others don't.
Can we require calibration before results are released?
Yes.
Can peer or 360 feedback be included?
Yes.
Does this connect to the goals and check-ins from earlier in the year?
Yes.
Build the review process you want.
Whether you're stuck with something rigid or don't have a review process at all, show us what you're trying to change and we'll show you how it could work.
Book a demo