Admins now have more control over who can edit goals by setting editing permissions separately for each goal type. With the new setting, you can choose whether goal owners, their direct managers, both, or only admins can edit goals of that type. These permissions also determine who can delete or duplicate a goal.

This gives organizations more flexibility over different goal-setting workflows. For example, you can allow employees to own and manage their goals while preventing managers from changing them, allow managers to maintain goals while keeping them locked for employees, or limit editing to admins only.

We’re also adding an optional notification for manager edits. When enabled, goal owners can be notified when a manager edits a goal they own, helping employees stay informed when changes are made on their behalf. This notification is turned off by default and can be managed through the notification settings in the Admin Center.

We’ve improved performance across several high-volume areas of the Admin Center, making it faster and easier to work with large numbers of review, survey, and feedback records.

Review cycles, survey cycles, 360-degree feedback cycles, templates, participants, and related cycle details now load in smaller batches instead of pulling the full list at once. This reduces load times and makes navigating larger datasets smoother, while keeping the existing sorting and filtering experience intact.

These improvements are especially helpful for organizations managing a large number of cycles, templates, reviews, surveys, or feedback participants, where Admin Center pages can now respond more quickly as your data grows.

We’ve redesigned the Teamflect AI experience to make it easier for admins to manage the AI Agent and for users to understand what it can help them with.

Admins now have a dedicated AI Agent page where they can enable the Agent, manage who has access, and view its available skills.

The Agent is also managed separately from other Teamflect AI settings, giving admins more granular control over which AI capabilities are available in their organization.

The first built-in skills, Policy Assistant and Teamflect Helper, are now clearly surfaced as skills. Policy Assistant uses your organization’s AI Knowledge Base to help answer questions based on your internal resources, while Teamflect Helper helps users with Teamflect-related questions. Users can also view the skills available to them directly from the AI Agent.

We’ve also brought conversations across Teamflect closer together. Messages users send to the AI Agent through Microsoft Teams will now appear in their chat history in the Teamflect app, making it easier to continue and reference AI conversations across both experiences.

Admins can now choose exactly which invited users should receive a Teamflect sign-up reminder, instead of automatically sending reminders to everyone who has not signed up yet.

When sending a reminder from the Not Signed Up section, you can either select from all invited users or filter the recipient list using user attributes such as department, location, country, job title, manager, and other available attributes.

You can also review the resulting employee list and manually add or remove individual users before sending.

This makes phased rollouts much easier to manage, especially when different teams, locations, or employee groups are being invited to Teamflect at different times.

Teamflect AI can now proactively help managers identify team members who deserve recognition, making it easier to acknowledge great work without relying on managers to remember to check or initiate the process themselves.

When enabled for your organization, the Recognition Assistant periodically reaches out to eligible managers in Microsoft Teams and through the in-app bell icon with personalized recognition recommendations.

Teamflect AI reviews recent performance and achievement signals, considers recognition history, and helps managers identify team members who may be due for recognition.

Admins can enable the Recognition Assistant at the organization level and configure when these proactive recommendations are delivered. The default frequency is once every three months.

Managers with at least one direct report are automatically eligible, so there is no need to enroll managers individually.

Your Home page now gives you a more accurate view of the review actions that need your attention.

Pending review items are organized based on your role in each review, making it easier to see:

We’ve also improved how these actions work for managers, additional reviewers, calibrators, collaborators, and admins.

For example, admins can now see reviews waiting for calibration directly on Home, with Global Admins seeing applicable reviews across the organization and Scoped Admins seeing those within their scope.

Calibration and collaboration responsibilities are also surfaced separately where appropriate, so it’s clearer why a review needs your attention.

Selecting a pending review action takes you directly to the review when there is only one item waiting. When there are multiple items, you’ll be taken to the relevant Reviews page where you can work through them. Signature actions also respect the configured signing order, so a review only appears as pending when it is actually your turn to sign.

Goal planning during a performance review is now more flexible and connected to the work employees are already doing in Teamflect.

When a review includes a section, employees can now select from their existing goals and add them directly to the review, in addition to creating a new goal from scratch.

Admins can control this experience at the review template level by defining which goal types employees can create or select from.

When selecting an existing goal, employees will only see goals they own that match the goal types configured for the review.

This helps teams prepare goals ahead of the review cycle and bring them into the conversation when the time comes, without having to recreate goals or move back and forth between the Reviews and Goals modules.

A few additional improvements make the experience seamless:

For existing review templates, the new option to select existing goals is disabled by default, so current review workflows will continue to work as they do today.

You can now hide 360-degree feedback results until the feedback submission deadline has passed.

This helps ensure participants complete their feedback without being influenced by responses submitted earlier in the cycle. When anonymous feedback is enabled, open-ended responses are also displayed in a randomized order to provide an additional layer of anonymity.

→ Admin Center

→ Feedback

→ 360-Degree Feedback Templates

→ Show feedback after due date

Admins can now enforce feedback deadlines by preventing users from submitting feedback after its due date.

Once enabled, overdue feedback forms become read-only, preserving any saved drafts while preventing late submissions. If needed, the setting can be turned off at any time to allow submissions again.

This setting applies organization-wide to:

Admin Center → Feedback → Settings → Lock submissions after due date

Click

here

to learn more.

Admins can now require manager approval before newly created goals become active. You can enable this per goal type and choose which employees it applies to. Managers can approve goals, request changes, or reject them directly from the goal, while admins have dedicated pages to review pending approvals and perform bulk actions.

Learn more about it here.