Performance reviews, goals & 1:1 notes hub

The review is only as good as the notes you kept

Most managers run reviews from memory and a frantic scroll back through three months of evidence. The 1:1 notes are scattered across a doc per person, a few calendar invites, and the odd Slack thread. The goals from last quarter are in a planning deck someone has to dig up. The feedback peers gave lives in whatever channel it happened to be said in. Pulling it together is a half-day of archaeology before the review even starts.

The information was never the problem — it all existed. It just never sat in one place, attached to the person it was about. So every review cycle starts cold, and the parts that should compound quarter over quarter get reconstructed from scratch instead.

One profile per person, everything attached

The workspace is organised around the people on your team. Each team member has a profile that gathers their rolling 1:1 notes, their quarterly goals, the peer feedback raised about them, and the open action items still in flight. A personal board view pulls all of that into one place — what’s open, what feedback has come in, and when their next review is due.

Quarterly goals live as their own records, so a goal set in one review carries into the next as something to check against, not a line buried in an old document. Peer feedback comes in as discussion topics tied to the person, so by review time the evidence is already collected rather than requested in a panic.

From a recurring 1:1 to a review that’s ready to write

1. Schedule the 1:1 from the person’s profile. Pick the cadence and the workspace books a recurring 1:1 on your Google Calendar, with a Meet link attached for remote reports and a link back to the workspace for note-taking.
2. Notes accumulate against the person. Each 1:1 adds to a rolling set of notes on that team member, so the record of what you discussed builds up over the quarter instead of living in separate docs.
3. Set quarterly goals and collect peer feedback. Goals for the quarter sit on the person’s profile as items you track against; feedback from colleagues lands as discussion topics tied to the same person.
4. A Slack reminder lands before the review is due. Ahead of each review cycle, the workspace sends a Slack message to the manager and the report, with a deep link to that person’s board so prep starts from what’s already there.
5. The board has the review half-written. Open the personal board and the notes, goals, and feedback for the quarter are already assembled — the review is reading and judging, not gathering.

Cadence, calendar, and who gets the reminder

• 1:1 cadence — weekly, biweekly, or monthly per report. The recurring event and its Meet link follow whatever rhythm you pick.
• Calendar to book on — the 1:1s land on the calendar you choose during setup, typically each manager’s own primary calendar.
• Review cycle timing — quarterly is the default, but the cycle that drives the reminder can be set to whatever review rhythm your team runs.
• Reminder recipients — the review reminder goes to the manager and the report by default; point it at whoever owns prep for each person.
• Goal structure — how many goals per person, and how they’re grouped, is yours to shape — a handful of quarterly targets or a fuller scorecard.

The next review starts where the last one left off

A review process works when the evidence compounds — when this quarter’s review can see the goals set last quarter and the notes taken since. Keeping 1:1 notes, goals, and feedback attached to the person, rather than spread across docs and calendars, is what makes that possible. The cadence of the 1:1s, which calendar they book on, who the Slack reminder goes to, and how often the review cycle comes around are the parts you change as the team grows; the per-person structure underneath stays the same.