A review campaign lets you run reviews for specific employees using a workflow you’ve created. This article walks you through launching your first campaign, from selecting a workflow to starting the reviews.

Once you launch a campaign, participants will get notifications to complete their tasks. You can track progress, send reminders, and keep reviews moving from one step to the next.

Make sure you have:

The easiest way to launch a campaign is to use a workflow you’ve already created.

1. Go to New Reviews > Workflows.

2. Find the workflow you want to use. You can search by name or filter by the steps included (such as feedback, meeting, or signature).

3. Click Use as campaign draft from the workflow’s three-dot menu. This will open the campaign builder with all your workflow settings already filled in. You can make any changes you want before launching the campaign.

The campaign builder pulls everything from your workflow, but you can customize these details for this specific run.

Give your campaign a clear, identifiable name. This is visible to HR and review supervisors, but not to employees.
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Good names include the review type and timeframe so you can easily distinguish between multiple campaigns. For example:

Include notes about this specific campaign to help other administrators understand its purpose. For example: “Annual reviews for the engineering department. Launched Dec 1, reviews due by Dec 31. Using 360 feedback with manager + 3 peers.”

Choose which employees will be reviewed in this campaign.

Click Add reviewee and search for employees by name. This works well for small campaigns with fewer than 20 people, specific manual groups, or pilot testing.

Use filters to add multiple people at once based on organizational groups, such as department-specific reviews or location-based cycles.

The campaign inherits all settings from your workflow, but you can change anything before launching.

Confirm that the feedback, meeting (with optional preparation), and signature steps match what you want. You can enable, disable, or rename steps here.
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Make sure the right questionnaires are assigned to your feedback and meeting steps.

Double-check who will act as feedback givers, preparation participants, note-takers, meeting attendees, and signature participants.

Review what each participant can see at each step to manage privacy and transparency.

Verify who can manage the campaign (supervisors) and who has read-only access to all reviews (viewers).

Before you click launch, verify these critical items:

✓ Reviewees are correct: The right employees are included, and no one is missing.

✓ Participants are assigned: Each step has participants selected.

✓ Questionnaires are assigned: Each step that needs a questionnaire has one selected.

✓ Visibility is set correctly: You’ve confirmed who can see what at each step.

✓ Review period is accurate: The date range for which employees are being evaluated is correct.

✓ Communication is ready: You know how you’ll explain the process to your team.

Once everything is configured, click Generate reviews.

This will generate the reviews immediately. You can then launch the campaign or adjust settings if needed.

If you generated reviews and realize something isn’t right, such as wrong participants, missing managers, or incorrect workflow configurations, you can go back to draft mode instead of fixing everything manually.

1. On the campaign page (before officially starting the campaign), click the option to go back to draft.

2. Make the changes you need to the workflow settings.

3. Regenerate the reviews.
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Here’s what you and your participants will experience once the campaign is live.

You will see all reviews listed on the campaign page, showing their current step and completion status.
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Green bubbles will appear next to participants who have completed their part, and you will have options to send reminders, add participants, or move reviews to the next step.
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Participants receive notifications when it’s their turn:

Reviews move through each step in a specific order:

You control exactly when to move a review from one step to the next.

Once your campaign is active, several management actions are available from the three-dot menu on the campaign page.

You can also create campaigns without using a workflow.
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This is useful for one-off reviews that don’t fit your existing workflows or when experimenting with a different workflow.

1. Go to New reviews > Campaigns.

2. Click New campaign.

3. Configure all settings manually (steps, participants, questionnaires, and visibility).

4. Add reviewees and launch.

Running a small pilot helps you safely test your first campaign and catch potential issues before launching company-wide.

Have your pilot group complete every step:

Once the pilot campaign is complete, ask your volunteer group:

Based on pilot feedback:

Once your pilot succeeds and you’ve incorporated your team’s feedback, you can launch your full campaign with confidence.

You can run multiple campaigns simultaneously. Use these best practices keep them organized:

Use descriptive names so you can easily identify different cycles later. Great names typically include the review type (annual, quarterly, 90-day), the target department, and the specific timeframe (Q4 2025, December 2025).
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Each campaign operates entirely independently. This means they can have completely different participants, separate timelines, and unique review supervisors.
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Use the campaign list to switch between them and monitor each one’s progress.

If you need to run performance reviews for a large organization, consider staggering your launches over a few weeks. For example:

Staggering your campaigns prevents overwhelming your HR team and ensures you can give each one the attention it needs.

Here’s how different organizations launch campaigns:

Setup:
Uses “Annual Performance Review” workflow. Adds all employees (150 people). Sets review period to “January 1, 2025 - December 31, 2025.”

Launch approach:
Tests first with the HR team (5 people) in early November. After a successful pilot, launches full campaign on December 1st. Gives employees 3 weeks to complete all steps before the end of the year.
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Why it works:
Pilot catches any issues. An early December launch gives time to complete before the holidays.

Setup:
Uses “Quarterly Check-in” workflow. Creates campaigns by department, launching one department per week. Reviews cover “October 1 - December 31, 2025.”
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Launch approach:
Week 1: Store managers (30 people). Week 2: Sales team (50 people). Week 3: Corporate staff (40 people). Each group has one week to complete their check-ins.
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Why it works:
Staggered launches prevent overwhelming the system. HR can focus on one group at a time and address questions as they arise.

Setup:
Uses “90-Day New Hire Review” workflow. Adds employees individually as they reach their 90-day mark. Review period is “First 90 days.”
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Launch approach:
Creates small campaigns throughout the year, each with 1-3 employees who joined around the same time. Launches the campaign on day 90 of employment. Gives one week for completion.
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Why it works:
Continuous rolling campaigns. Each new hire gets reviewed at the right milestone without waiting for a company-wide review cycle.

Setup:
Uses “Manager 360 Feedback” workflow. Adds only managers as reviewees (12 people). Review period is “Last 6 months.”
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Launch approach:
No pilot needed (small group, they volunteered). Launches the campaign. Gives 2 weeks for direct reports to submit feedback, then 1 week for managers to review and acknowledge.
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Why it works:
Small, engaged group. Managers volunteered, so they’re motivated to complete it. Focused feedback collection without meetings or complex steps.