Tracking employee trends can be difficult when managing an entire workforce.
The Insights category allows you to visualize your company-wide results in one place, combining data from individual campaigns to help you stay aligned and spot organizational trends.
📌 Note: The data averages and totals are calculated based on the results of every employee's last campaign. For example, if one employee was evaluated six months ago and another two months ago, their results are combined to create a company-wide average.
In this article, you’ll learn about the overview, matrix, and participants, including their key components and how to make the most of each.
1. Overview
The Overview section serves as your starting point for examining high-level company trends, allowing you to quickly check performance, flight risk, and overall growth potential.
To narrow down your view, you can filter your results at the top of the page by Group, Managers, or Custom fields.
Future growth
Future growth is a graphical representation of short-term evolution across the whole company. Hover your cursor over different parts of the graph to see the metrics split:
The right side displays the percentage of employees that reviewers have classified into one of four development categories: Stay at this position, Level up, Become a manager, or Move to another department.
The left side displays the exact number of employees matching that category.
Flight risk
This metric shows the company-wide average of employees that reviewers believe are likely to leave the company. In individual reviews, this can be rated on a scale from Very low to Very high.
Comparable results
This graph shows the average score for each core evaluation dimension for every employee across the company. The dimensions are measured using specific rating scales:
Performance: Rated on a scale from Never to Always.
Impact of leaving: Rated on a scale from Respect choice to Do everything to keep.
Commitment: Rated on a scale from Not at all committed to Truly committed.
Potential: Rated on a scale from No potential to Very high potential.
Evaluation highlights
The evaluation highlights provide an automated breakdown of your talent landscape based on averages across all completed talent reviews.
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 a 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 company, 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 the 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: The average score on both performance questions is ≤2, indicating the employee meets expectations and takes 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 company.
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).
2. Matrix
With the Matrix, you can visually compare different variables across your workforce.
Start by selecting the variables you want to analyze, 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 colored 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 for understanding how your team is performing and where they might need support.
💡 Tip: To quickly find specific segments of your team, filter your Reviewees list by Tags, Launch date, Group, Managers, or 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 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.
How access roles are assigned
To check or update these permissions, navigate to the system setup fields:
HR manager roles
Go to Employees → List in your left-side menu.
Use the search bar to find the employee.
Click on the employee’s name.
On your left, scroll to Grow and click on Roles (legacy).
On the top-right, click on the Set roles button.
Assign the appropriate HR role to the employee, then click Save.
How to assign a manager to an employee
Go to Employees → List in your left-side menu.
Use the search bar to find the employee.
Click on the employee’s name.
On your left, scroll to Grow and click on Roles (legacy).
On your right, click on Edit profile.
Enter the manager’s name in the Manager field.
The person selected here automatically receives visibility over that employee’s insight data.
Click Save.
For visual support, see our help article: How to assign a manager to an employee.