Performance

The Performance module brings together goals, reviews, 1:1 meetings, and feedback in one place. It helps managers and employees stay aligned on expectations and track progress throughout the year.

Key features

Goals — set company, team and individual goals with key results, deadlines, and progress that rolls up the cascade
Reviews — run structured review cycles with customisable templates
360 feedback — gather peer, upward and skip-level input alongside the manager's review, anonymised to the recipient and released only once a group is large enough to hide in
1:1 meetings — schedule and track regular one-to-one conversations with agenda items and action points
Feedback — give and receive feedback (praise, constructive, or general) at any time

How it works

Goals

Employees and managers can create goals together:

Go to Performance > Goals
Click New Goal
Define the goal with a title, description, and due date
Choose its level — Individual, Team or Company (see below)
Optionally set what it contributes to, linking it under a team or company goal
Add key results — measurable milestones that indicate progress
Update progress over time as key results are achieved

The goal cascade

Every goal sits at one of three levels, and that is what the Goal cascade tab draws:

| Level | Who can set it | Belongs to | |---|---|---| | Company | Administrators | The whole company. The top of the cascade. | | Team | That team's manager, or an administrator | One team, department or other org node, chosen when you create the goal. | | Individual | The owner, their line manager, or an administrator | One person. Always a leaf. |

Link a goal upwards with Contributes to, which offers the company and team goals in the same period. Progress rolls up: update a child and its parent recalculates as the mean of its active children, so a company goal shows real progress without anyone maintaining it by hand. Cancelled goals are ignored in that average.

A cascade is at most three levels deep, so a goal already three levels down is not offered as a parent. Cross-period links are refused, because a Q1 goal contributing to a Q2 goal would roll progress into the wrong quarter.

You can link a goal after the fact. Open any goal and set Contributes to — useful when people set their goals before the company goal exists.

If the cascade looks empty, check the period selector at the top right. It shows one period at a time, and a goal only appears in the period it was filed under. Both the goal form and the cascade default to the current year's annual period.

Reviews

Review cycles are structured performance assessments, typically run quarterly or annually:

An admin creates a draft review cycle from a template in Admin > Performance
The admin activates the cycle. Luna shows a preview of who will be covered before anything is sent, then creates one review per active employee and asks each of them for a self-assessment
Activation notifies everyone straight away — each employee gets their self-assessment invite, and each manager gets one email listing all the reviews now waiting for them (one email per manager, not one per report). Both land as in-app notifications too, and both honour the matching template toggle in Admin > Email Templates and the recipient's own performance notification preference. A line manager who is leaving, has left or is suspended is not chased — reassign their reviews instead
Managers complete and submit their assessment of each direct report
A review meeting is held to discuss the results
The manager shares the review with the employee, who gets an in-app notification and an email (the Review Shared template under Admin > Email templates). The email is not sent to someone who is suspended, inactive, working their notice or gone
The employee acknowledges the review

Employees can't see a review until it has been shared with them. An in-progress draft stays private to the reviewer, and by default a submitted review stays private too until the manager (or an admin) presses Share — so the conversation happens before the employee reads the write-up. When creating a cycle, untick Managers share each review after the conversation to show each review the moment it's submitted instead. Admins can open any review in a cycle at any point, read-only, and the cycle view shows how many reviews have been shared.

Editing a cycle. Use the pencil on a cycle in Admin > Performance to change its title or due date, and — while it is still a draft — whether managers share reviews after the conversation. The release setting is fixed once the cycle is active, because changing it then would show held reviews to employees without warning. Moving an active cycle's due date restarts the reminder schedule against the new date. Completed cycles can't be edited.

Where review work shows up. Anything in a review round that is waiting on you — a review to write or share, a self-assessment or 360 response you owe, a review to read and acknowledge — is listed at the top of the Performance page whichever tab is open, on the Reviews tab badge, in the dashboard's What's New card, and in the pending count in the sidebar and header. The dashboard also has a My Goals widget showing progress on your active goals; switch it on or off from Customise on the dashboard.

Note: the manager review is resolved from the reporting line, so anyone without a line manager set (typically the founder of a small company) gets no manager write-up. They are still covered — they get a self-assessment and can receive 360 feedback — and they are listed by name in the activation dialog so you can set a line manager first if one should be writing their review.

Small teams: everyone reviews everyone. The activation dialog has an Ask everyone for 360 feedback on each other option. With it on, every active employee is invited to give feedback on every other colleague in one go — a direct report of the person goes in as upward feedback, everyone else as a peer, and the line manager is left out because they already write the manager review. Each person gets one email listing who they've been asked about, not one per colleague. It's available for teams of up to 25 active employees; larger companies invite raters from each review instead.

Self-assessment wording. Every question on a template can carry a second, second-person wording that the self-assessment form shows instead — "What do you do well?" rather than "What does this person do well?". The built-in templates ship with this filled in; add it to your own questions from the template editor (the optional line under each question). A question without one is shown as written.

360 feedback

Any review can gather input from more than just the line manager:

Open the review — the manager from their Performance page, an admin from the cycle in Admin > Performance — and use Invite on the 360 feedback panel
Choose the relationship — peer, direct report (upward feedback), or skip-level — and select several colleagues at once
Each person is emailed a link and chased again 14 and 7 days before the due date, on the due date, and at 7 and 14 days overdue, while their response is outstanding. Managers with a review still to write get the same schedule; after 14 days overdue the reminders stop
Anyone asked for feedback can decline instead, with an optional reason. The reviewing manager is told and sees who declined on the review, so they can invite someone else; inviting the same person again asks them afresh. A declined request is never shown to the person being reviewed and doesn't count towards the three-response threshold. A self-assessment can't be declined.
Raters answer at their own pace: the form saves a draft automatically as they type, so they can stop and come back. Submitting is the final, irreversible step
Responses appear on the review as they come in

Who sees what:

| | Manager & admins | The person being reviewed | |---|---|---| | Reviewer names | Visible | Hidden — shown as "Peer 1", "Colleague feedback 2" | | Response content | Always visible | Released per group, once at least 3 responses are in for that group | | Averages | Always visible | Only after the cycle is completed, and only for a released group | | Outstanding invites | Visible | Hidden | | Manager-only notes | Visible | Never visible |

Two independent groups. The threshold applies separately to peers and to upward feedback (direct reports and skip-level, counted together). Three peers release the peer responses; they do nothing for a single direct report, whose feedback stays sealed until three people have given upward feedback. A pooled count would mean two peers plus one report unlocked that report's words — and with one report there is only one person it can be.

No moving numbers. While the round is open, the person being reviewed is shown no average that includes an anonymous response — only how many people in each group have replied. Their own self-assessment and their manager's review are shown by name, so a mean covering one more person would give away that person's rating by subtraction, and because the page is live they would watch each new rating arrive. Group averages appear once the cycle is completed, when no further response can move them.

Raters can answer N/A on any rating question when they have no basis to judge — those answers are excluded from averages rather than counted as a low score.

Monitoring and results (admins)

Open a cycle from Admin > Performance > Overview to get:

a 360 roll-up for the whole cycle — responses invited, responses received, and the response rate, separately from the manager write-up progress bar
a named list of subjects who will receive nothing because one of their groups is still under the threshold, so you can chase raters (or invite more) while there is still time
a link into any review in the cycle. Admins can read the full review and manage its raters; only the assigned manager can write or submit the assessment, and only the employee can acknowledge it
Export results (CSV) — one row per subject × question × group with the response count and mean, plus overall rows and every free-text comment

The export applies the recipient's anonymity rules, not the admin's: no rater is named for an anonymised group, and a group that has not reached three responses contributes a single "withheld" line instead of its content. A file gets forwarded; the screen does not.

1:1 meetings

Regular 1:1s keep managers and reports aligned:

Go to Performance > 1:1s
Create or join a 1:1 series with your manager or report
Add agenda items before each meeting
During the meeting, capture notes and action points
Action points carry forward to the next 1:1 until completed

Feedback

Feedback can be given at any time, not just during formal reviews:

Praise — recognise great work
Constructive — suggest improvements
General — share observations

Feedback is visible to the person who gave it and the person who received it. It is not surfaced to the recipient's manager, and it is separate from the 360 responses gathered during a review cycle.

Admin setup

Configure review templates and cycle timelines from Admin > Performance.

Built-in templates

Luna ships six starter templates: Quarterly Check-in, Mid-Year Review, Annual Performance Review, Probation Review, 360° Feedback Review, and SWOT Development Review. All use a 1–5 scale with the meaning of each point written into the question, so ratings mean the same thing across managers, and every question carries its self-assessment wording so the same template reads naturally whether a manager, a peer or the person themselves is answering.

Load built-in adds any templates you don't already have
Reset built-ins re-applies Luna's current wording to the built-in templates, discarding any edits you've made to them. Templates you created yourself are never touched, and cycles already created keep the questions they were built with
The built-in SWOT Development Review lays its Strengths, Areas to develop, Opportunities and Risks questions out as a 2×2 grid, for the person answering, the manager and the 360 responses alike. A company that had the template before this change needs Reset built-ins to pick the grid up; cycles already created keep their flat list.

Duplicate a built-in template before customising it if you want to keep the original intact.

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