This guide explains how to use flex to manage the annual cycle: setting evaluation criteria at the beginning of the year, building performance records through goals throughout the year, and wrapping up with evaluations at year-end.
For those familiar with the previous Goal Agreement feature, you can also learn how to achieve the same workflow using the current Evaluation Criteria Setup and Goal Linking!
Annual Operations Scenario
Below is an example of the full workflow for running a year-end evaluation in 2026 using flex performance management. Review the monthly actions for each role: HR Manager, Team Lead, and Member.
January — Setting Evaluation Criteria: The First Step
HR Manager
Duplicate last year's '25 evaluation to immediately create the '26 evaluation. Update the HR data reference date and evaluation target conditions, revise the evaluation criteria based on recently updated company competencies, and request members to fill in their evaluation criteria.
Member
Following the template created by the HR Manager, finalize the evaluation criteria for year-end review in consultation with your team lead. Review the list and standards for the competencies expected of you, then link the year's goals registered under 'Goals' to the performance evaluation criteria to complete the setup.
February–October — Moving Toward Your Goals
Member
Keep the evaluation criteria set at the start of the year in mind and consistently update your goals. Stay motivated by seeing how your work connects to and contributes to company objectives.
Team Lead
Regularly monitor the progress of your team members' goals and provide timely feedback through one-on-one meetings.
November — Preparing for Evaluation Season: Working Efficiently
HR Manager
Conduct a comprehensive settings review. flex automatically detects and notifies you of HR data changes over the past 10 months (new hires, leaves of absence, org changes, promotions, etc.). Request evaluation criteria setup from members who need a new setup, review the grading system and calculation methods, and attach guide documents to be shared with evaluators. Request self-evaluation and peer evaluator assignments, and configure automatic daily reminders ahead of deadlines.
Member
Assign peer evaluators and complete your self-evaluation by reflecting on your performance.
December — Final Evaluation and Reporting: Leading to Growth
HR Manager
Configure downward evaluators. Use flex's auto-assignment feature to ensure members who changed teams are evaluated by the team lead of the team they worked with longer. Review evaluator settings and initiate step-by-step evaluations. Then review the grade results organized according to each team's distribution ratio and conduct calibration sessions. Once grades are finalized, use the AI analysis feature to prepare customized reports to distribute to team leads and members.
Team Lead
Conduct evaluations by referencing the updates members recorded in their goals along with self-evaluation and peer evaluation results. Use 'View Evaluation Summary' to check the grade distribution and finalize grades in accordance with the distribution ratio set by the administrator.
Member
Receive evaluation results through a one-on-one meeting with your team lead, and use the report to identify your strengths and areas for improvement. Review the cumulative performance records in your profile and reflect on your future growth direction.
Comparison: Previous Goal Agreement vs. Current Method
If you are familiar with the previous Goal Agreement feature, refer to the comparison table below to identify the key transition points to the current method.
Previous Goal Agreement Feature | Replaced by Current Evaluation Feature |
Administrator creates a goal agreement cycle | Administrator creates an evaluation cycle at the beginning of the year |
Member sets weight per goal and submits for agreement | Member links goals + sets weights directly when configuring evaluation criteria |
Team lead approves/rejects the agreement | Team lead coordinates criteria through one-on-ones and similar discussions |
Administrator monitors agreement status (completed/rejected) | Administrator monitors submission status (not requested / submitted / not submitted) |
Step-by-Step Operations Guide
💡 Prior notification to members is required
This workflow is structured so that members set their own evaluation criteria at the beginning of the year, not during evaluation season (year-end). This may be an unfamiliar process for members, so please communicate the purpose and background before sending the criteria setup request.
It's helpful to include the following in your announcement.
Why it's done at the start of the year: Finalizing the criteria to be used for year-end evaluations in advance allows members to work with clear goals throughout the year.
What members need to do: In the evaluation criteria setup screen, review the competencies expected of you, link them to this year's goals, and set the weights.
When it needs to be done by: Communicate the setup deadline along with whether modifications are possible afterward.
Difference from the previous Goal Agreement: For members who previously used Goal Agreement, clearly explain that Evaluation Criteria Setup now serves that role.
STEP 1. Create an Evaluation Cycle
Create the evaluation early in the evaluation period (e.g., start of year, start of half-year).
Go to [Evaluation] → [Create Evaluation].
(Click) Here's how to set up an evaluation for goal agreement!
(Click) Here's how to set up an evaluation for goal agreement!
All images below are [examples]. Please configure only the evaluation elements, stage settings, and evaluation criteria exactly as shown in the example images.
Under evaluation elements and stages, be sure to select the [Performance] evaluation element.
In the evaluation criteria stage, make sure to enable [Performance Item Sync] and [Approval].
Set the selection count limit according to your company's internal needs.
Enabling weight input allows members to enter a weight per goal after selecting performance evaluation items.
⚠️ The following steps affect the evaluation criteria setup and are difficult to change afterwards, so they must be configured accurately.
Evaluation elements and stages: The types of evaluation elements and whether to apply different stages per competency type
Evaluation criteria
Evaluation form, grade calculation, and other stages can be set roughly and revisited later.
The items above cannot be modified after the evaluation is announced. Resetting the evaluation criteria allows modifications, but be aware that content already submitted by members may be deleted.
STEP 2. Request Evaluation Criteria Setup
After creating the evaluation, request members to fill in their evaluation criteria.
Under [Evaluation Targets], verify that all members who need to complete the evaluation criteria are properly added.
Go to [Evaluation] → Select the evaluation → [Evaluation Prep] → [Evaluation Criteria] → [Start Evaluation Criteria Setup], set a deadline, and send the request.
Deadline Setting Tip: If you want members to continuously adjust their evaluation criteria while updating their goals throughout the year, set the deadline far out — such as the end of the year.
STEP 3. Members Complete the Evaluation Criteria
Members fill in their evaluation criteria according to the template created by the HR Manager. Please share the following instructions when communicating with members.
Go to [Home Feed] → To-Do → [Evaluation Criteria Setup Request] and click
Use 'Link Goal' to link goals you have already registered.
Set the weight for each item. This step replaces the role of setting per-goal weights in the previous Goal Agreement.
Note on Goal Linking: Goal linking is a connection used as a reference for evaluation. Even if the title of a linked goal is changed later, the evaluation criteria text itself does not update automatically. However, you can view the updated content as a reference in the goal details.
STEP 4. Approve Evaluation Criteria Submitted by Members (Team Lead)
Before approving or rejecting, the approver can communicate directly with the member by leaving a comment in the [Activity Log] at the bottom of the evaluation criteria approval request document.
Even when a rejection reason is entered, it is recorded as a comment in the [Activity Log].
If an evaluation criteria setup request is accidentally rejected, the rejection cannot be undone. A [Re-submission Request] is immediately sent to the member, and the member must redo the evaluation criteria and resubmit.
STEP 5. Monitor Submission Status
Periodically check the progress of members' criteria setup.
Go to [Evaluation Prep] → [Evaluation Criteria] → [Submission Status] filter to view the status by submission state.
Select the relevant target and send an additional request, and set a deadline.
STEP 6. Update Evaluation Targets & Evaluation Forms
Before officially starting the evaluation, reflect HR data changes (new hires, resignations, org changes, etc.) to keep the target list up to date. If evaluation form revisions are needed, make changes through the evaluation settings modification.
Go to Evaluation Settings Modification
In the [Evaluation Targets] menu, a banner will notify you if there are any targets that need to be updated based on the configured conditions.
Click [Update Targets] to review the changes, then add or remove as needed.
STEP 7. Start the Evaluation
Once targets and evaluation forms are finalized, begin the step-by-step evaluation.
Proceed with evaluations in order according to the designed stages: self-evaluation, peer evaluation, downward evaluation, etc.
Team leads can conduct evaluations by referencing the evaluation criteria set by members at the start of the year and their goal update history.