Small Improvements provides several helpful analytics to monitor progress while the review cycle is underway and assess results once the cycle has concluded.

Click Search in the upper left corner of the table to search the results by employee name, department, title, and more, or to apply filters.

For example, filter your results by Reviewee Status > Started to quickly identify employees who have not yet submitted their self-assessments.

Group your data by department, tenure, gender, and more to identify large-scale trends across different demographics. You can expand each grouping to drill down into the underlying data.

For example, apply a grouping by Department to see an overview of participation rates and average ratings across departments.

You can even apply a subgrouping for an even more granular breakdown of the data. For example, you might choose to add a subgrouping for Gender to ensure an equitable ratings distribution by gender within each department.

Click Columns in the upper right corner of the table to customize your view. Tidy up the dashboard by removing any data points you aren't interested in at the moment.

In addition to users' basic demographic information, we offer a few other helpful data points that you should review to ensure a consistent and equitable process.

Rating Delta shows you the difference between employees' self-ratings vs. their manager-assigned ratings. A negative rating delta indicates that the manager's rating was lower than the employee's. A positive rating delta indicates the manager's rating was higher than the employee's. A rating delta of zero means that the employee and manager chose the same rating.

The rating delta provides a helpful measure of alignment between managers and their teams: managers with consistently high rating deltas may not be setting clear expectations. You might also notice that some managers are consistently generous with their ratings, while others tend to be stricter, and your HR team can follow up as needed to ensure consistency across teams.

Rarity Score helps you to quickly identify outliers based on the current groupings applied. For example, if you group your data by Department and the Sales team consistently shows high performance, an employee on that team with an uncharacteristically low rating is likely to be flagged as rare. Employees with high rarity scores may warrant a closer investigation.

If your questionnaire includes the 2D graph, click "Company Graph" here to view the results:

Click here for a detailed overview of the 2D graph.

Toggle to the Summary tab to generate an AI-powered summary of common themes across the cycle.

Use the Search menu to apply filters to your data and then generate a summary for just a subset of the cycle.

For a detailed overview of cross-cycle reporting, please see here.

You can consolidate the results of several review cycles into one unified report by opening up the overview page for one of the cycles, then clicking the cycle name at the top of the page and selecting the additional cycles you'd like to analyze together.

For example, if you are running several cycles in parallel (perhaps because you've chosen to tailor the questionnaire for different teams), you can monitor participation, send nudges, apply groupings and analyze your results all in one place.

This is also a helpful way to compare past and present review cycles and analyze performance trajectory over time. For instance, you might combine your most recent few review cycles and apply groupings for Department > Cycle to see how average ratings by department are trending from cycle to cycle.

To further slice and dice your data offline, you can always export the cycle data using the options in the Admin dropdown menu in the upper right corner of the cycle overview page.

To export a PDF of an individual's review, select Go to Print View in the Actions column on the cycle overview page.

Be sure to exclude confidential questions if you plan to share the export with the reviewee. You can also choose whether to include the self-assessment, manager assessment, or both. Finally, click Print to print or save to PDF.