Purpose
This guide walks you through how to roll out Beeline's Performance Management feature — from initial setup to running your first review cycle. Whether you're rolling out to 20 people or 2,000, the approach is the same: prepare, pilot, scale.
This guide is for HR administrators, project leads, and anyone responsible for launching performance reviews within your organisation.
Before You Begin — Pre-Rollout Checklist
Before launching your first review cycle, make sure these foundations are in place. Skipping any of these is the most common reason rollouts hit friction.
- [ ] Job Roles are defined — Create at least one job role for each distinct position in your organisation. Employees see KPIs based on their assigned job role, so this is the backbone of the review experience.
- [ ] KPIs are configured per role — Each job role should have 5–8 KPIs with clear, descriptive rating scales. More than 10 leads to review fatigue. Fewer than 4 may not give you meaningful performance signals.
- [ ] Rating scales are clear — Each KPI needs a scale that managers and employees understand without a manual. Use descriptive labels (e.g., "Exceeds Expectations," "Meets Expectations," "Needs Improvement") — not just numbers.
- [ ] Manager-employee relationships are set — Your group hierarchy in Beeline determines who reviews whom. Verify that every employee has a manager relationship configured.
- [ ] Pilot group identified — Pick a group of 10–20 people for your first cycle. Ideally this group includes a supportive manager who will give you honest feedback.
- [ ] Eligibility rules configured — If you have new hires who shouldn't participate yet, set the minimum tenure days or joined-before date on your review template. This auto-exempts people who aren't ready.
- [ ] Internal communications drafted — Employees and managers need to know what's happening, why, and what they need to do. Templates are included below.
- [ ] Timeline agreed — Set realistic dates for each phase. A typical first rollout takes 3–4 weeks from setup to full deployment.
Phase 1: Foundation (Week 1)
Goal: Everything is configured and ready before anyone sees a review.
| Task |
Who |
Time Estimate |
| Create job roles for each distinct position |
HR Admin |
15 min per role |
| Add 5–8 KPIs per job role with rating scales |
HR Admin |
5 min per KPI |
| Verify group hierarchy and manager relationships |
HR Admin |
30 min |
| Assign job roles to employees (individual or group mode) |
HR Admin / Managers |
15–30 min |
| Configure eligibility rules (min tenure, joined-before date) |
HR Admin |
5 min |
| Draft employee and manager communications |
HR / Comms |
30 min |
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Governance decision: Will HR control all review cycles centrally, or will regional managers create their own? Centralised control ensures consistency; regional delegation gives managers ownership of timing and messaging. Both work well.
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