Understanding and addressing employees’ training needs is a key part of supporting growth, improving performance, and boosting engagement. By using the "Training needs" smart module in 1-on-1 reviews, you can easily capture requests, prioritise development opportunities, and turn review conversations into actionable learning plans. This article will guide you step by step on how to set up the module in a 1-on-1 review.
1. How to add training needs to a 1-on-1 review template
Go to Performance → Campaigns → Form templates, then click Create new template and select 1-on-1 Review.
From there, choose Add question → Smart modules → Training needs.
The training needs question will now appear in your questionnaire. You can customise it by adding:A title
A description
An optional link, such as your internal training catalogue.
You may define the maximum number of training requests that both the employee and their manager can submit during the review.
You can choose to make the question mandatory.
If you are a French company, you can also enable a CPF-related question, allowing employees to indicate whether they would like to use their CPF for specific training.
Once you have finished configuring the template, click Save template.
2. How to launch a campaign for employees to submit responses
Go to Performance → Campaigns, then click New campaign and select 1-on-1 Review.
Review setup: Give your review a clear and easily recognizable name to ensure it’s identifiable.
Reviewees: Select the employees to be reviewed, define the review period, and assign the reviewer.
Form: Choose a pre-defined question template for this review. Note: Once the review draft is created, the template content cannot be modified.
Timeline: Set a deadline for completing the review.
Email customization: Personalize the email notifications by editing the subject and message.
Click Launch the campaign to make it live and allow employees to submit their responses.
3. How training needs are managed during a 1-on-1 review
Preparation phase
Both the employee and the manager prepare for the review and access the Training needs question.
Click Add a new request to submit a training need.
Provide training details
Enter the training name and priority level (mandatory).
Include any additional optional information as needed.
Exchange phase
The manager can view the employee’s submitted requests (if shared).
Training requests can be copied into the review summary, just like other questionnaire responses.
4. Managing training requests
HR can view and track training requests submitted during 1-on-1 reviews by navigating to Development → Training.
📌 Note: Only requests from reviews that have been fully validated by all parties will appear in this module.
From here, you can filter, sort, and export training requests to Excel as needed.
You can also take action on requests directly from the list, either individually or in bulk, by selecting multiple requests:
Approve
Decline
Put on hold
Delete
Edit (for example, adjust the title, priority, or cost)
Every action triggers an automatic email notification to the employee and their manager, which can be customised to suit your communication style.
5. Submitting training requests outside of reviews
Administrators can control whether managers can submit training requests for their direct reports and whether employees can submit requests independently.
To configure these options, navigate to Settings → Company Settings → Trainings.
If “An employees can request training” is enabled:
Employees can submit requests directly from their profile page by clicking Trainings → Training → New training.
Requests submitted by employees are visible only to their manager initially.
Once the manager approves the request, it becomes visible to administrators as well.
If “A manager can request training for his N-1” is enabled:
Managers can submit training requests for their team members via My team → Training.
From the same tab, managers can approve training requests submitted by their team.
Once approved, the request is automatically forwarded to HR for final validation.