Review templates that automatically load the correct competencies and questions based on an employee’s group, role, or job title.

Key details:

• One master template can serve the entire organization 
• Competencies load dynamically per employee based on group, role, title, etc.
• No need to build dozens of templates 

Why it matters: Consistency for HR, customization for each role, and less admin burden.

A performance review that incorporates feedback from multiple ratertypes—typically self, manager, peers, and direct reports, but could also include vendors, contractors, etc.

Key details:

• Supports broader input on performance
• Easy to build templates using our dynamic template builder
• Allows insights into manager effectiveness

Why it matters: Provides a well-rounded, holistic view of performance.

A customizable check-in form employees complete on a recurring basis—weekly, biweekly, or monthly—to capture wins, challenges, learning moments, and blockers. 

Key details: 

• Asynchronous—no meeting required 
• Takes ~15 minutes to complete 
• Fully customizable questions 
• Automatically stored in the History Hub 
• Submitted by the employee and reviewed by the manager

Why it matters: Employees document accomplishments in real time, and managers stay informed without micromanaging. During reviews, nothing gets overlooked.

Scheduled one-on-one or team meetings with a shared agenda space inside Upward365.

Key details: 

• Both manager and employee can add agenda items 
• Action items are tracked between meetings 
• Flight Check insights can be pulled directly into the agenda 
• Supports recurring or ad-hoc meetings 
• Past briefings remain accessible for continuity 

Why it matters: Conversations stay structured, nothing falls through the cracks, and meetings become more actionable and aligned. 

Lightweight recognition—public or private—that anyone can give to anyone in the organization. 

Key details:

• Public uplifts appear in the organization-wide feed
• Private uplifts are visible only to the giver and recipient
• Permanently tied to the employee’s profile
• Supports comments and reactions
• Included automatically in performance reviews & the History Hub

Why it matters: Recognition happens organically throughout the year—not just during review season. These “micro-moments” show real impact and become part of year-round context.

A flexible goal-setting framework that supports individual, group, and company-level goals with alignment across the organization.

Key details:

• Supports parent and child goal alignment
• Child goals inherit parent dates but retain unique descriptions, metrics, and quantitative fields
• Optional quantitative roll-up from child → parent
• Goals can be assigned to categories for search and reporting
• Employees update their own goals; managers can edit when needed
• Visible inside the Goal Dashboard and History Hub

Why it matters: 

Alignment becomes easy. Everyone can see how their work connects to broader organizational priorities.

A private documentation tool used by employees and managers to track performance-related observations.

Key details: 

• Employees can add private notes about themselves
• Managers can add notes about their direct reports
• Notes remain private to the creator
• Automatically included in the History Hub for review reference
• Time-stamped for accuracy

Why it matters:

Nobody has to rely on memory. Notes help capture important moments, coaching points, commitments, and feedback throughout the year

A single-question metric asking: “How likely are you to recommend this company as a great place to work?”

Key details: 

• 0–10 rating scale
• Promoters (9–10), Passives (7–8), Detractors (0–6)
• Score = % Promoters – % Detractors

Why it matters: Provides an excellent snapshot of employee sentiment related to their satisfaction with the company, their job, and those they work for and with.

A consolidated, time-stamped record of everything captured for an employee throughout the year. Includes:

• Past performance reviews
• Flight Checks
• Goals & goal progress
• Uplifts
• Manager notes
• Employee notes
• Peer/external review feedback

Key details: 

• Appears as a side panel during review writing
• Always visible in manager and employee profiles
• Filterable by category (reviews, goals, notes, etc.)

Why it matters: Reviews become accurate, context-based, and fair. Managers have the full picture without switching screens.

A comprehensive survey measuring employee engagement across drivers such as leadership, culture, alignment, and growth.

Key details: 

• Typically, 40–55 questions
• Run quarterly, biannually, or annually
• Results break down by group or department
• Includes driver-level insights

Why it matters: You see not only how engaged employees are, but why.

A short survey designed for quick, frequent sentiment checks.

Key details: 

• 1–10 questions
• Run weekly, biweekly, or monthly
• Captures real-time mood
• Minimal lift for employees

Why it matters: You don’t have to wait for a major survey to understand employee sentiment.

A survey of employees who have recently completed their onboarding process to assess the quality and effectiveness of the onboarding process.

Key details: 

• Designed to better understand how new employees view your onboarding process
• Generally, a brief questionnaire (5 to 20 questions), depending on the complexity of your onboarding process
• Use our standard survey template or create your own
• Employees can complete the survey in minimal time

Why it matters: Onboarding is a critical element in a new employee’s introduction to the company and sets the tone for expectations, early engagement, and role clarity.

Exit surveys provide exiting employees an opportunity to provide open feedback on their experience with the organization in a structured manner.

Key details:

• Simple questionnaire consisting of 4 to 8 structured questions, along with the opportunity to provide any other feedback using open-ended questions
• Feedback can be compared against other employees who have left the company to assess trends/common issues or strengths
• While completion rates tend to be somewhat low (15 – 30%), the data gathered from those who do complete the surveys can be invaluable in uncovering reasons for leaving

Why it matters: Understanding why employees are leaving your organization is  key to taking action to reduce employee turnover

These surveys assess how employees view the culture in their teams, departments, divisions, and/or the company to provide a basis for managing culture inside the organization.

Key details:

• Conduct culture surveys periodically as an adjunct to engagement surveys
• These surveys can be as brief as several questions or as long as needed to get to core cultural issues that your organization may be facing
• Provide another data point in building your overall view of organizational and employee “health”

Why it matters: Culture is often mentioned as a reason employees leave. Getting feedback over time on culture allows you to maneuver it in a positive manner over time.

The Spot Check is a one-question assessment of current employee “health”, such as “How are you feeling since your last Flight Check?

Key details: 

• Displayed on the employee’s dashboard
• Provides individual insights such as how they are being supported and whether there are work or other-related things affecting their current level of performance and engagement
• Can be set up on a regular schedule such as weekly or bi-weekly or on a customized basis depending on the team, business practices, culture, etc.
• Use this as you need. Customize the question and frequency of use.

Why it matters: Allows managers to better understand how their employees are feeling about their work or how outside influences may be impacting their performance or engagement.

A defined period during which performance reviews are conducted, including templates, participants, schedules, and deadlines.

Key details: 

• Can align to anniversary dates or custom ranges
• Supports multiple cycles running simultaneously
• Includes ratertypes, milestones, and launch dates
• Configured entirely by admins

Why it matters: Flexible design matches how your organization works.

The perspectives contributing to a review.

Types: 

• Self — employee evaluates themselves 
• Manager — direct manager evaluates employee
• Peer — colleagues provide feedback
• Upward — employees evaluate their manager
• External — limited access for collaborators, clients, or partners

Why it matters: Multiple viewpoints lead to richer, more balanced reviews.

Everything administrators can configure to tailor Upward365 to the organization.

Includes: 

• Role & permission management 
• Competencies (company-wide, group-based, role-based) 
• Rating scales 
• Review templates 
• Review cycles 
• Goal categories 
• Groups & group types 
• Engagement survey schedules 
• Dashboard defaults 

Why it matters: Your platform reflects how your organization actually operates—not the other way around.

A personalized view of tasks, goals, recognitions (uplifts), surveys, and upcoming reviews.

A team-focused dashboard showing: 

• Direct report tasks
• Uplifts
• eNPS or engagement insights
• Review progress
• Goal progress
• Customizable widgets

Key details: 

• Fully customizable
• Highlights required actions
• Gives managers a quick read on team health

Why it matters: Managers stay proactive, not reactive.