Team performance reviews

What the Reviews tab is

Reviews is the third tab inside Forms, alongside Surveys (a link an outside recipient answers) and Audits (an operator walks a closed claim the way a carrier auditor would). Reviews is where a structured, scored read on a person lives: a manager's quarterly 1-on-1, or any other assessment you want captured in a consistent format instead of a memory or a text message.

A review captures five rated dimensions, two written examples of what someone is doing well, two of where they need to grow, a coaching commitment for the next period, and a signed sign-off. Finish it and it becomes a scored, shareable PDF.

Verinode does not run the review or judge the person for you. You answer every question yourself, based on what you have observed. Verinode's part is the structure: the same dimensions every time, the same scoring rule every time, so a review from this quarter reads against last quarter's on equal footing, and a finished record you can hand to the person or file. This is a genuine manual action, not a data-detection feature: Verinode does not read your team's performance out of other data sources and pre-fill this for you.

Where to find it

Open Surveys from the sidebar. The page it opens is titled Forms, and its URL is /forms. Across the top sits a row of three pills: Surveys, Audits, Reviews. Click Reviews.

The same run form is also reachable from a Performance Reviews tile on the Team page, which opens as its own overlay (Overview, In progress, Start a review tabs) without leaving Team. Both doors lead to the same underlying record: a review started from Team shows up on the Reviews tab, and vice versa.

How Reviews splits off from Audits

Reviews and Audits are built on the same form engine. Both are self-run (you fill them in yourself, nobody outside your company answers), both score against a target, and both close with a signature. Structurally, a review is stored the same way a self-run audit is: an internal record tagged with the specific template that built it. What separates the two tabs is that tag. Anything created from the 1-on-1 Performance Review template lands on Reviews; every other self-run form (the Internal Mock Audit Run Sheet, the Job Quality Audit) lands on Audits. The Forms page filters by that tag to decide which pill a given record shows up under.

The practical difference is vocabulary and question shape, not mechanics. Audits are checklists scored on a pass count. Reviews are five rating dimensions plus open-text narrative, scored on an average.

The hero panel

Before you have run a review, the top of the Reviews tab reads as an empty-state card:

• Eyebrow: "Reviews · Capture A Structured Read On Your People"
• Headline: "Conduct your first review."
• Body: "A review captures a structured read on a team member, sub, or relationship: ratings on the dimensions that matter, two examples each of strengths and gaps, a forward-looking commitment, and a signed sign-off. Use it for quarterly 1-on-1s or any structured assessment of a person."
• A Conduct your first review button.

If you already have a review saved as a draft but nothing completed, the headline switches to "Pick up a review you've started." and the button reads Open the review picker.

Once at least one review exists, the hero switches to its filled state. The large number is the average score across every completed review (the same rating math the run form scores against, explained below), labeled average beside it. A status pill next to the number reads Strong at 60% or higher, Building between 30 and 59%, or Low under 30%, color-coded accordingly. Underneath, a line reads how many reviews are currently open and how many are completed so far. To the right, two secondary tiles show Active reviews (a count, with "in progress" or "none open" underneath) and Reviews completed (a count, with "across every review" or "none completed yet" underneath).

The Explore tiles

Four metric tiles sit below the hero, each opening a filtered list when clicked:

• Active: reviews currently in progress. Reads Run Your First Review when there are none; once you have data, it shows the completion percentage labeled Avg Rating.
• Reviews: the count of individual review records. Reads No Reviews Yet when empty; once populated, it shows the average rating and how recently the latest one landed.
• Templates: the number of review templates in the catalog, sub-labeled Pre-Built Review Templates. Today that number is one, the 1-on-1 Performance Review described below.
• Closed: completed, signed reviews. Reads Completed Reviews Land Here when empty, otherwise Historical Reviews.

Upcoming and Most recent

Below Explore sits an Upcoming · next 30 days row. This row is shared plumbing with the Surveys tab's recurrence feature; reviews cannot currently be set to repeat on a schedule, so this row will normally read its empty copy:

No surveys scheduled to repeat. Toggle "Run on a schedule" when you build a survey to see quarterly tool checks, monthly vendor pulses, and annual reviews land here automatically.

A Most recent row lists your last several review records as tiles, each showing the record's title and how long ago it was started or closed. With none run yet, it reads:

Recently asked surveys appear here as you send them. Use a template from the Templates tile or click "+ Add Survey" to ask your first question.

Starting a review

1. 1On the Reviews tab, click + Add Review in the header (or the hero's own call-to-action button).
2. 2A picker titled Run a review opens, with the line "Pick a review template. Use it for quarterly 1-on-1s with the team, sub-relationship reviews, or any structured assessment of a person or partnership." Below it sits one row per template, each with a name, an estimated completion time, a short description, and a summary line ("5 sections · 15 questions · 2 checks · pass at 70% · signature required" for the built-in template).
3. 3Select a template (today there is one: 1-on-1 Performance Review, "Quarterly review of a team member. Five rating dimensions, structured strengths/gaps, signed sign-off, ready to share.", estimated 15 min) and click Start review.
4. 4The record is created immediately and the completion form opens as a slide-over on top of the page, so you never lose the screen you were on.
5. 5Work through the sections top to bottom, answer every required question, then sign at the bottom and click Submit audit (the button's literal label, shared with the Audits form).

The 1-on-1 Performance Review template, section by section

The template has fifteen questions across five sections. You, the manager, answer every one about the team member being reviewed.

1. Subject + period. Three short text fields: "Team member being reviewed," "Review period (e.g. Q1 2026)," and "Their role." All three are required and frame who and when.

2. Performance ratings. Five 1-to-5 ratings, each with its own help text underneath the question:

• Quality of work, "Rare rework, attention to detail, finished product."
• Reliability and ownership, "Follow-through, hits commitments, raises blockers early."
• Communication, "Clear updates, listens, escalates the right items."
• Customer / carrier experience, "Ratings, complaints, walkthrough sign-offs."
• Team contribution, "Helps peers, mentors juniors, raises the room."

Each rating renders as five numbered buttons, with the caption "1 = Poor · 5 = Excellent" underneath. These five ratings are the only questions that feed the score; everything else on the form is narrative or forward-looking context.

3. Strengths and gaps. Two open-text prompts, each explicitly asking for two specific examples: "What they're doing well, give two specific examples" and "Where they need to grow, give two specific examples." A third prompt asks for the "Coaching commitment for the next period," with the help text "What you'll do to help them, not what they'll do." That last field is deliberately about your commitment, not a list of their action items.

4. Forward look. Two multi-choice questions rendered as button chips: "Discuss compensation in this period?" (Yes / Not yet / Already done) and "On track for next role / certification?" (Yes / Not yet / Off track). One optional open-text field follows: "One thing they want from you (their words)."

5. Sign-off. A signature field labeled Manager. Type your full name and the form records it with a timestamp underneath, for example "Manager: Jordan Ellis · Jul 13, 2026, 2:14 PM."

Every question is required except the "One thing they want from you" prompt.

While you fill it in

A sticky bar at the bottom of the form tracks your progress: N of 15 answered, with a thin copper progress bar filling as you go. Your answers autosave as a draft every ten seconds while something has changed since the last save, and once a save lands, a small Saved [time] stamp appears next to the progress line. That autosave is what makes a review resumable: close the form partway through and reopening it (from the Reviews tab, or the Team tile's "In progress" list) picks back up where you left off, still open, not lost.

If you try to submit before every required question is answered, the button is blocked and an error reads "Answer required for N question(s) before submitting." If everything else is filled in but you have not signed, it reads "Sign the form before submitting."

Scoring: how the percentage is calculated

The 1-on-1 template scores by averaging your five ratings and converting that average to a percentage of the 5-point scale: an average of 4.2 out of 5 becomes 84%. The template's own target is 70%, equivalent to an average rating of 3.5 out of 5 across the five dimensions. This is a fixed setting built into the template itself, the same bar every time you run it, not something set per review and not benchmarked against other operators. A score at or above the target reads Passed; below it reads Below target.

This is the same math behind the average shown in the tab's hero panel: it is the mean of every completed review's score. Strengths, gaps, the coaching commitment, and the forward-look answers do not factor into the score. They are the narrative record that travels with it.

After you submit: the summary and the PDF

Once submitted, the review closes, and reopening it shows a read-only summary instead of the form:

• A header reads "Audit complete" (the literal label the shared completion shell uses for both audits and reviews), your score as a large percentage, the target percentage beside it, and Passed or Below target in color.
• The exact date and time you closed it, upper right.
• An Export PDF button with the caption "Branded with your company name and signature." The PDF carries your company name and the typed signature from the sign-off field.
• Every section and question, laid out the way the form did, with your actual answer underneath: a rating reads "4 / 5," a forward-look answer shows the option you picked, and the signature line shows the signed name and the exact date, prefixed with the role label ("Manager: Jordan Ellis, Jul 13 2026, 2:14 PM").

There is no edit path once a review is closed. If circumstances change, run a fresh review for the next period rather than reopening the old one.

Empty states, verbatim

• Reviews tab, first visit: "Conduct your first review." / "A review captures a structured read on a team member, sub, or relationship: ratings on the dimensions that matter, two examples each of strengths and gaps, a forward-looking commitment, and a signed sign-off. Use it for quarterly 1-on-1s or any structured assessment of a person."
• Templates fail to load in the picker (rare): "Review templates ship with the product. None are cataloged right now."
• Upcoming, nothing scheduled: "No surveys scheduled to repeat. Toggle 'Run on a schedule' when you build a survey to see quarterly tool checks, monthly vendor pulses, and annual reviews land here automatically."
• Most recent, nothing run yet: "Recently asked surveys appear here as you send them. Use a template from the Templates tile or click '+ Add Survey' to ask your first question."

Best-practice example

Run the 1-on-1 on the same cadence for everyone on the team, not only when something has already gone wrong. Rate the five dimensions first while specific moments are still fresh, then write the two strengths and two gaps with the same specificity the form is asking for: "handled the Riverside claim's supplement dispute without escalating" carries a quarter later in a way "good communicator" does not. Use the coaching-commitment field as your own accountability line: what you will do differently to help them close the gap, not their to-do list. Sign it, export the PDF, and hand it over inside the conversation itself rather than after. A pattern of Below target scores on the same dimension across several people is worth a conversation with yourself about training or hiring, not only with the individual being reviewed.

Related

• Audits
• Surveys overview
• Surveys explore tiles
• Most recent and upcoming
• Team performance reviews (from Team)
• The decision workspace
• Acting on decisions