Staff Performance
Track team performance trends, run ratings, and manage weekly reviews
The Performance page gives you a dashboard view of how your team is performing. You can see trends over time, rate staff on their recent work, and run structured weekly reviews.
Performance dashboard with trend charts, leaderboards, and absence data
This article refers to a live TurfWise screen. Media is omitted here so the written steps stay current across releases.
What this page does
The Performance dashboard pulls together three areas: ratings analytics, punctuality, and absence analysis. You'll see trend charts, leaderboards, and summary scores. You can filter by date range (7 days, 30 days, 90 days, or custom) and by role.
This page doesn't replace one-to-one conversations. It gives you the data to make those conversations useful.
When would you use this?
- Before a one-to-one meeting and you want to review someone's recent performance data
- Weekly, to see if any scores have changed significantly
- When you need to identify who is consistently strong and who needs support
- To check punctuality and absence patterns alongside performance ratings
- When preparing evidence for a formal review or development plan
How to use the Performance area
Open the Performance dashboard
Go to Work > Staff, then click Performance in the navigation bar. Or open /performance directly.
Choose your date range
Use the range selector at the top to pick 7 days, 30 days, 90 days, or a custom range. This controls all the charts and leaderboards on the page.
Review the leaderboards
The Ratings Leaderboard and Punctuality Leaderboard show you who is performing well and who might need attention. Scores are colour-coded from red (low) to green (high).
Rate staff regularly
Click Rate Staff in the navigation bar (or go to /performance/rate-staff) to add ratings for recent work. Frequent small updates produce more useful trends than occasional big reviews.
What happens when you rate someone?
When you add a rating, it appears on the Performance dashboard trends and updates that person's leaderboard position. Over time, these ratings build up a picture of performance that you can use in reviews, development planning, and reporting.
Ratings without context are unhelpful. When you add a rating, include a short note about what you observed.
What's available in the staff navigation bar?
The staff navigation bar links to several performance-related pages:
- Performance (
/performance) -- the main dashboard with trends and leaderboards - Rate Staff (
/performance/rate-staff) -- add ratings for individual team members - Weekly Rating (
/performance/weekly-reviews) -- structured weekly reviews with actions and follow-ups
How to run useful one-to-ones
Start with facts
Open the person's performance data before the meeting. Check their recent ratings, punctuality, and any absence patterns.
Cover strengths first
Start with what went well. People are more receptive to development points when strengths are acknowledged first.
Agree one or two clear actions
Don't overload with actions. Pick the most important development point and agree on a specific, measurable action.
Set a follow-up date
Record the agreed action and follow-up date in the system. Check back on it next week.
Consistency beats volume
Rating someone briefly each week gives you much better trend data than writing a long review once a quarter. A one-sentence observation logged regularly is more valuable than pages of notes written from memory months later.
Common problems and fixes
- Leaderboard is empty -- no ratings have been added for the selected date range. Start rating staff regularly.
- Trend chart shows flat line -- ratings need variety to show trends. If everyone gets the same score every time, the chart won't show useful patterns.
- Can't find a staff member -- check the role filter at the top. If it's set to a specific role, staff in other roles won't appear.
- Absence data doesn't match what I expect -- absence data comes from the Attendance page. If absences weren't logged there, they won't show here.
Good habits that prevent issues later
- Rate staff at least once a week, even briefly
- Always include a factual note with ratings, not just a number
- Check the Performance dashboard before every one-to-one meeting
- Review the punctuality leaderboard weekly to catch lateness trends early
- Follow up on agreed actions the following week, not the following month
Keep sensitive notes factual
Comments like "poor attitude" are not useful on their own. Record what you observed: "arrived 20 minutes late to green 4 mowing without prior notice". Specific observations are fairer and more useful if they are reviewed later.
Where does this data go?
Performance ratings feed into the leaderboards and trend charts on this page. They also appear on individual staff profiles under the Performance tab. If you run weekly or committee reports, performance summaries can be included there.
Where to find it
Open Work > Staff, then click Performance in the navigation bar (direct link: /performance).
Related pages:
- Rate Staff:
/performance/rate-staff - Weekly Reviews:
/performance/weekly-reviews - Attendance:
/performance/attendance