The Insights category allows you to visualize the whole company's results. The indicators are the same as the ones used for individual campaigns but averages and totals are calculated based on the results of every employee's last campaign.
For example, if an employee was evaluated six months ago, and another two months ago, both their results will be mixed to create an average.
In this article, you’ll explore the overview, matrix, and participants, including all their key components and how to make the most of each component.
1. Overview
You can filter results by the following criteria's:
Group
Managers
Custom fields
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Future growth
Future growth is the graphical representation of Section 4, Short-term evolution for the whole company. To see the result for each category, hover your mouse on the different parts of the graph to see on the right which percentage of employees have been classified in one of the four Development categories by Reviewers, and on the left the exact number of employees.
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Flight risk
Flight risk is the average of employees in the company that reviewers think are about to leave the company (Section 6).
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Comparable results
A graph of the average of each dimension (Performance, Impact of Leaving, Commitment, Potential) for every employee in the company.
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Evaluation highlights
The different boxes show an average of the results on all the Talent reviews carried out in the company.
Breakdown of each box (click to expand)
Breakdown of each box (click to expand)
🟩 Top talent
Description: Employees classified as "Top Talent" consistently perform at a high level and show strong potential for growth.
Short description in app: Delivers outstanding performance and shows high potential.
Calculation: The combined average rating for performance and potential should score ≥4. It’s a combination of top performer and top potential.
🟩 Top potential
Description: Employees show a strong ability for growth and future contributions to the organization.
Short description in app - Shows strong potential for growth in our company.
Calculation: The employee's potential average scores ≥4 for the potential question (from high potential upwards)
🟩 Top performer
Description: Employees in this category regularly demonstrate strong, consistent performance in their role.
Short description in app: Consistently demonstrates strong performance.
Calculation: The average rating for performance is ≥4 combining both Performance questions (at least sometimes exceeds expectations and often takes ownership upward)
🟦 Plan succession
Description: This applies to employees who are identified with a high risk of leaving or expected to become manager or move to another department. A well-structured transition plan is necessary to ensure their replacement is identified, trained, and ready to take over.
Short description in app - Employees who might leave their position.
Calculation: When most answers to short term evolution are about "Become Manager" or "Move to Another Department.”
🟨 Leaving risk
Description: Employees showing signs of wanting to leave the organisation, requiring interventions.
Short description in app: Shows signs of wanting to leave.
Calculation: Average scores ≥4 for the risk of departure can range from "High" to "Very High”.
🟨 Low potential
Description: These individuals show limited growth potential and future contributions to the organization.
Short description in app: Shows minimal growth and future contributions.
Calculation: Average potential question scores ≤2 with employee rated as no or doubt on potential.
🟨 Not committed
Description: These employees show a lack of commitment to the company and its long-term goals.
Short description in app: Lack of dedication and long-term commitment.
Calculation: Average of commitment is rated as either "Not Enough Committed" or "Not at All Committed” (score ≤ 2)
🟥 Low performer
Description: Employees performing below expectations, requiring improvement.
Short description in app: Performs below standard and needs improvement.
Calculation: Average score on both performance questions is ≤2 with employee at meeting expectations and taking ownership only sometimes at best.
🟥 Talent at risk
Description: This tag is assigned to employees who are top talent but show a significant risk of leaving the organisation.
Short description in app: Top talent with a strong chance of leaving the company soon.
Calculation: For employees identified as Top Talent and a "Risk of Departure" rating of Medium, High, or Very High (score >3).
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2. Matrix
With the Matrix, you can visually compare different variables across your workforce.
Start by selecting the variables you want to analyse, using the dropdown menus to choose which ones to display on each axis.
On the Y-axis (left side), you can choose indicators related to employee potential:
Potential
Commitment
Future growth
Impact of leaving
Flight risk
On the X-axis (bottom), you can choose indicators related to employee performance and engagement:
Performance
Potential
Commitment
Future growth
Flight risk
The coloured panels show the correlation between the selected variables. Each panel includes the percentage of employees who fall into that intersection.
Click any panel to view detailed information about the employee, their manager, and their evaluation.
At the top of the page, you can refine your view further using filters such as Group, Managers and Custom fields.
3. Participants
When you open the reviewee’s board, you’ll see each employee along with the results from their latest Talent Review. Think of it as your go-to place to understand how your team is performing and where they might need support.
To make it easier to focus on the right people, you can filter Reviewees by:
Tags
Launch date
Group
Managers
Custom fields
From here, you can take a variety of actions:
Read results in detail
Write an action plan
See who participated
Reopen preparations if needed
Mark the review as closed once everything is completed.
This way, the reviewee’s board becomes your central hub for managing insights and taking action.
Permission level: Who can see talent review insights
Talent review insights contain sensitive information, so access is determined by your user role. This ensures that the right people see the right data.
Visibility by role:
HR manager for all people
Can view insights for everyone in the company.
HR manager for a for selected groups or departments
Can view insights for all employees within your assigned group (e.g., a specific department, business unit, or location).
Manager
Can view insights for employees they are responsible for.
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It’s helpful to know how each role is assigned in the system:
HR manager (for all people or for selected groups or departments)
These roles are set from the People page. Simply click the three dots next to an employee's name and select Set admin roles to assign.
Manager
Manager permissions are assigned directly from an employee’s profile. From the People page, select the employee you want to update, then select Edit profile to update the Manager field. The person selected here becomes the employee’s manager in the system.