Performance Reviews shouldn’t be built on memory.

They should be built on real work, real results, and real feedback.

That’s why Dual Dash uses the information already collected across the system to generate most of the review automatically.

Instead of starting from a blank page, Performance Reviews begin with data that already exists.

Built From Real Performance

Dual Dash gathers insights throughout the year from the tools teams already use.

Performance Reviews include information such as:

• KPIs and Scorecard performance
• Praise and recognition received
• Value tags connected to recognition
• Goals, tasks, and action item completion
• Progress captured during 1:1 meetings

This creates a factual foundation for the review.

Instead of guessing how someone performed, the system shows what actually happened during the measurement period.

Adding Human Perspective

Performance data tells part of the story.

But context matters too.

That’s why Dual Dash layers a Performance Review Survey on top of the system data.

The survey gathers additional perspective from:

• The employee (self-review)
• Peers
• The manager

These responses provide insight into collaboration, strengths, growth areas, and overall impact.

Together, the data and survey feedback create a more complete picture of performance.

Turning Reviews Into Conversations

Performance Reviews are not meant to be a document that gets emailed and forgotten.

In Dual Dash, the review becomes a conversation.

Once the review data and survey responses are complete, the manager and employee discuss the results during a 1:1 meeting.

The review appears as an agenda topic, allowing both parties to:

• review the scores together
• discuss feedback and context
• align on future priorities

Part of the 1:1 conversation

Performance Reviews are not separate from coaching.

They are discussed inside the 1:1.

Reviews are added as a topic within the 1:1 agenda, where the manager and employee can:

• Review feedback together
• Discuss strengths and areas for improvement
• Align on next steps

At the end of the conversation, the employee can:

• Sign off on the review
• Add comments
• Or choose not to sign if they disagree

This keeps the process transparent and grounded in conversation.

Performance Reviews as Part of the System

Because Dual Dash captures performance continuously, reviews become a reflection of the work that already happened.

Not a once-a-year surprise.

This approach helps organizations create reviews that are:

• more accurate
• more transparent
• more constructive

What’s Next

Performance Reviews help organizations reflect on individual performance and development.

But understanding a company’s health also requires listening to the broader team.

That’s where Survey Center comes in.

Survey Center allows organizations to gather feedback from employees through engagement surveys, pulse checks, and targeted feedback requests.

These insights help leaders understand what’s working, where teams are struggling, and where improvement is needed.

Next, explore Survey Center to learn how organizations collect and act on employee feedback.