Creating a Review Cycle (Review Process)

The Review Process page on Mesh is the centralized location to find the list of all your review cycles. You can locate the Review Process by going to Me > Settings > Reviews > Review Process


You can not only create review cycles from here but also edit them, put separate “Instance Names” for sub-cycles and also keep a check on the status of these cycles as scheduled, ongoing or completed.


Step 1: To create a new template, click on the blue “Create New Cycle” tab on the top right corner of the section. 

Step 2: Name.

Next, your review cycle name could be either mid-year or annual whereas your instance name could be anything as long as it doesn’t supersede your review cycle. Then select a review type and hit next.

Step 3: Reviewees.

Select an employee cohort wherein if it’s your first review cycle, you’ll have to create some employee cohorts. Checkout how to create cohorts and once done, select all the cohorts you wish to run the review cycle for.

You also have the option to upload specific employees lists here.

Step 4: Reviewers.

In any performance review, there are usually 4 types of reviewers that participate. They are, 

  • Self review - where participants review themselves 
  • Peers - where colleagues review each other but only when requested
  • Managers (downward feedback) - where managers review their direct reports
  • Direct reports (upward feedback) - where participants review their managers

On Mesh, you have the flexibility to select one or all of these participant groups for the given review cycle and can even assign the same or different review templates to each group via the dropdown. 


Step 5: Rating Settings.

This section is about how you wish to distribute ratings to all the goals that a participant would have been involved with, within a certain duration. This duration setting is also available under this section itself. It’s a simple yes/ no form and the two questions that you’ll be required to answer include, 

  • Rating computation for goals by weightage

While creating goals/ OKRs, there's an option to add weightage to every goal. So as an admin, if you know for sure that all participants have marked weightage to their goals, then you can mark a yes here otherwise put a no.

  • Auto computation of ratings

Putting a yes here means the system will automatically compute ratings for each goal based on their progress/ completion %. It will open the following screen wherein if allowed, users can change ratings or even add more.


Step 6: Review Settings. 

These are generic settings regarding peers in the review cycle. Answer the three questions and then specify a range for the total number of peers participants can nominate. You can further dissect this by clicking on “Advanced options” and put a range for the number of peers that people can nominate from higher level, lower level, within and outside the team. And then finally, mark a yes or no for the manager settings signifying if managers can start reportee review only after reportee has submitted self review.

Step 7: Deliverables.

This section outlines the deliverables that will be shared with the reviewee, divided between self, manager and peer. In total there are 7 points to which a yes/ no answer will be required.

Step 8: Timeline.

The timeline is where you’ll set the timeline for the entire review cycle for every group. The timelines will have to be set individually for every group and you can also enable auto submit for these groups, say once the deadline has approached but participants have yet to submit. This can be done by clicking on the “+” icon below every group.

Step 9: Reminders.

Reminders are exactly what they sound like. Send emails to participants to complete their reviews on-time. Apart from deciding on the number of reminder emails for every group of participants, you can also pick the number of days when the email should be triggered before the deadline, and can even decide whether you wish to send the reminder to just the reviewer or a summary email to the manager of reviewer.

 


Step 10: Validation.

This is more like a data check section which will flag employees if they are missing managers, don’t have goals or do not belong to any level/ hierarchy in the org chart. You can go back and add the requisite details for such employees otherwise they won’t be able to view the relevant questions under the said categories. 

Step 11: Summary.

The final step in setting up your review cycle is just to ensure that the configuration of the entire cycle has been done correctly and there are no inconsistencies. Once you find everything has been correctly set here, click on the blue “Create Review Cycle” button at the bottom to finalise the process.


Still need help? Reach out to our Contact Support
By clicking “Accept”, you agree to the storing of cookies on your device to enhance site navigation, analyze site usage, and assist in our marketing efforts. View our Privacy Policy for more information.