HR playbook · AI Employee: Harry

Performance & Feedback Routing

Feedback velocity increases; less waiting for review cycle

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The problem

Performance signals arrive daily — customer thank-yous, peer commendations, manager observations, project outcomes, incident post-mortems that name individuals. Most disappear into email inboxes and Slack channels; almost none make it to the employee's performance record. When review time arrives, managers scramble to remember the year; employees feel invisible; performance discussions become vague.

At a glance
Trigger
Form
Approvals
None (feedback flows freely)
What it does
Writes to your systems
Systems
Lattice · 15Five · Slack
How it feels in production

An hour-by-hour walkthrough.

Continuously through the year, Remy captures performance signals across sources: - Customer thank-yous mentioning individual employees (Zendesk, support email, NPS comments) - Peer commendations in Slack / Teams (recognition emojis, praise threads) - Project outcomes with individual attribution (retrospectives, launch reports) - Public commendations (company all-hands mentions, blog post authorship) - Constructive feedback (survey comments, 360 feedback outside cycle) Each signal is routed: - Positive signals: added to employee's performance record (visible to manager, employee, next-review context) - Constructive signals: private to employee's manager for coaching (not employee record until agreed) - Cross-cutting signals: aggregated for team + leader visibility When review cycle arrives, manager has 12 months of documented signals per report instead of trying to remember. Employees see their own recognition + progress. Performance conversations become concrete instead of general.
How it works

Step by step.

  1. 01

    Detect performance signals across sources

    Customer, peer, project, public, feedback. Named-individual attribution detection.

    Zendesk · Slack · Teams · Survey tools · Meeting notes
  2. 02

    Classify + route per signal type

    Positive vs. constructive. Public vs. private. Employee record vs. manager coaching queue.

    Signal classifier · Routing rules
  3. 03

    Attach to employee performance record

    Positive signals visible to employee + manager. Timestamped + sourced for authenticity.

    Lattice · Culture Amp · Performance record
  4. 04

    Deliver to manager for coaching context

    Constructive signals + coaching-worthy patterns to manager. Never blindsides employee.

    Slack · Teams · Coaching queue
  5. 05

    Feed review-cycle context

    12-month signal history fed into review cycle. Concrete examples for review conversations.

    Performance review system · Historical aggregation
Systems and wiring

What you connect to make this run.

Zendesk · Support ticketing

read

Customer thank-yous + individual mentions in support interactions.

Slack · Teams · Recognition tools

read

Peer recognition + praise threads + emoji-based recognition.

Lattice · Culture Amp · 15Five

read+write

Performance record aggregation. Signal-driven context for review cycles.

Analytics · Team-level dashboards

read+write

Team-level performance patterns + recognition distribution.

What changes

Before and after, honestly.

Performance signals captured in employee record
Before
10-25%
After
80-90%
Review-cycle manager prep time
Before
3-6 hours per report
After
45-90 minutes
Employee-perceived recognition frequency
Before
Rare + inconsistent
After
Regular + specific
Review-conversation specificity
Before
General impressions
After
Concrete examples
Related

Playbooks that pair with this one.

HR

Performance Review Cycle Kickoff

Signal history feeds cycle-time review context.

HR

Engagement & Pulse Surveys

Constructive-signal patterns feed engagement measurement.

HR

Milestone Moments

Public recognition milestones surface through this flow.

Frequently asked

Answers about this playbook.

How does it prevent recency bias in performance records?

Time-distributed signal capture ensures earlier-year signals preserved. Review templates surface signals from full period, not just recent months.

What about signals with confidential context (customer complaints, incident specifics)?

Confidential signals routed to manager only, not employee record. Redacted summaries where possible.

How does it handle recognition inflation (everything is 'great')?

Signal quality weighting. Specific, contextual recognition weighted higher than generic. Manager coaching on recognition specificity.

Can employees see + respond to constructive signals?

Manager decides on visibility per signal. Some coaching signals shared with employee for growth; others manager-only.

How does this coordinate with peer-review programs?

Peer commendations feed same record. Formal peer review during cycle uses this history as context.

See it run on your data.

Free plan, no credit card. Connect the systems this playbook needs and run it against a past event first.

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