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

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Human Resources reviews

Run this workflow in Tallyfy with people, AI, and conditions

Manager Reviews Run #2,481 Running now

1 done . 1 running . 4 to go

Status	Step	Assignee
Status: Completed	1. Manager performance review	TM Team member
Status: Active	2. Gather performance data why this works	Claude AI agent
Status: Waiting	3. Prepare review content	TM Team member
Status: Conditional	4. Conduct the review meeting why this works	Claude AI agent
+ 2 more steps below

Import this template into Tallyfy

Tallyfy is the accountability layer that lets this template mix people, AI agents, and conditions in one auditable flow

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, and stakeholders who work with this manager. Look at objective metrics like team performance, turnover, and project delivery. You'll get a much more accurate picture when your feedback isn't coming from just one angle.

Prepare review content

1 day from previous step

task

Organize your feedback into clear themes. What's working well? Where are the gaps? Be specific with examples rather than vague generalizations. Prepare both the strengths you want to recognize and the development areas you need to address. Don't surprise them with anything major - if something's serious, they should already know about it.

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'll need to improve. Focus forward on development rather than dwelling on past mistakes. End with clear action items and commitments you both own.

Document outcomes

1 day from previous step

task

Write up the review with the goals and development plans you both agreed on. Include their self-assessment and your evaluation side by side. Document any compensation decisions you've made. Have them sign to confirm they've received it, then file everything appropriately for HR records.

Follow up on development

1 day from previous step

task

Don't let the review be a once-a-year event. Check in regularly on progress toward goals and provide the coaching and resources they'll need. Adjust plans as circumstances change. Ongoing development conversations are far more useful than annual reviews - they're where real growth actually happens.