Help Centre

Getting started: your first cycle in five steps

Step 1 — Add your people. Import employees via CSV or HRIS sync (see Integrations for supported systems). Each person needs a name, work email, manager and department; everything else can follow later. The import screen validates the file and shows exactly which rows need attention before anything is saved.

Step 2 — Set roles and permissions. MeritFlo ships with four roles: Admin (HR, full configuration), Manager (their team’s reviews and dashboards), Employee (their own record) and Leadership (aggregate analytics, no individual write access). Access is role-based everywhere — a manager sees their team, not the company.

Step 3 — Configure criteria and weighting. Define what performance means per role family: four to six criteria with weightings that reflect the role. Start by replicating the framework your organization already trusts — you can refine it every cycle.

Step 4 — Schedule the cycle. Choose cadence (monthly check-ins, quarterly or half-yearly scored reviews — or your own pattern), set open and close dates, and pick the reviewer mix per level: manager, self, peer, upward or full 360.

Step 5 — Launch and monitor. From launch, the cycle dashboard shows live completion by team, outstanding reviews and upcoming deadlines. Automatic reminders chase the gaps so you don’t have to; escalations reach HR only when a deadline actually slips.

For managers: the weekly rhythm

MeritFlo is designed so that good performance management takes minutes a week, not a day a quarter. Recognition and feedback are two-minute actions from the team view — given in the moment, they accumulate into the evidence your reviews draw on later.

When a scored review opens, everything you have recorded is already attached: goals with their progress history, feedback given and received, probation milestones if applicable. You write judgment, not archaeology. If AI drafting is enabled in your workspace, it can propose wording from that evidence — you edit and approve; nothing goes to the employee without you.

Your dashboard shows each direct report’s monthly trend. A dip is a conversation this month — not a surprise in the year-end review.

For employees: your record, visible

You can always see your goals, the criteria you are reviewed against, the feedback attached to your record and your development plan. Nothing about how you are measured is hidden.

Self-reviews are your voice in the cycle: they sit alongside your manager’s review, not underneath it, and calibration never edits your words. Where you see a gap between how you and your manager scored something, that gap is the agenda for your next one-to-one.

Development plans turn review outcomes into concrete actions with dates — courses, stretch assignments, mentoring — and you can see progress against them all year, not just at review time.