Who Can Give Feedback During a Review Cycle in Keka?

Setting up an effective performance review cycle requires selecting the right reviewers who can provide constructive, diverse, and relevant feedback. In Keka, you have the flexibility to choose from a variety of reviewer types, allowing you to tailor the review process to your organisation's needs and strategy.

Types of Reviewers

Default Reviewers

These reviewers are automatically available in most review cycles and are commonly included:

• Self: Allows employees to perform a self-assessment of their own performance.

• Reporting Manager: The direct supervisor who provides feedback based on their observations and interactions with the employee.

  

Additional Reviewer Options

You can include more senior-level or cross-functional stakeholders to gain a broader perspective on employee performance. To add more, simply click +Add More Reviewers.

• Manager of Manager: Provides a higher-level perspective of the employee’s performance, often from a strategic viewpoint.

• Department Head: Offers insight into how the employee’s performance aligns with departmental goals and teamwork.

• Business Unit Head: Evaluates how the employee contributes to the business unit’s goals.

• Dotted Line Manager: Provides feedback from indirect reporting relationships or cross-functional collaboration.

  

These additional reviewers are typically included to get a more comprehensive view of the employee’s performance across different levels or teams.

Nominated Reviewers

Nominated reviewers need to be selected by either the admin, reporting manager, or the employee themselves. You can also define how many nominations are allowed for each reviewer type. Nominated reviewers can include:

• Peers: Colleagues who work closely with the employee, offering feedback on collaboration and teamwork.

• External: Individuals from outside the organisation, such as clients or partners, particularly useful for client-facing roles.

• Subordinates: Feedback from team members who report directly to the employee, offering insights on leadership and management.

• Project Manager: Particularly valuable in matrix organisations or project-based teams, offering feedback on the employee's contribution to specific projects.

• Custom Reviewers: Any other individual not listed above can be added as a custom reviewer, giving you flexibility to include a wider range of perspectives.

Configuring Nomination Rights and Limits

In Keka, you can customise who has the ability to nominate reviewers and set limits on how many reviewers can be nominated from each group. You can configure the nomination rights for:

• Performance Admin

• Self (Employee)

• Reporting Manager

Additionally, you can set a review count range for each group, ensuring that the review process is balanced and aligned with your organisation’s needs.

Next Steps

By combining default, additional, and nominated reviewers, Keka helps you create a balanced review cycle with multi-perspective feedback. This approach ensures you gather input from a variety of relevant stakeholders, helping you evaluate employee performance effectively across different levels and functions.

Need further assistance with configuring reviewers?

• Explore other articles in the Performance Reviews FAQs section.

• Or fill out this form for personalised help.