Feature requests

Currently, a goal in Teamflect can be measured using one metric (progress percentage, sub-goal completion, or survey score). However, in many real performance scenarios, a goal is considered achieved only when multiple conditions are met together. For example: A goal may be considered complete when: All sub-goals are completed AND A related KPI or survey score (such as Customer Satisfaction) reaches a specified percentage. This means the final goal outcome depends on both: Deliverables (actions/tasks/sub-goals completed) Impact (measurable survey or performance result) Feature Request Add the ability to create Composite Goal Measurements, such as: Goal Status = (Sub-goal completion) AND (Survey Score ≥ X%) or allow combining multiple metrics or conditions with AND / OR logic. Why This Matters This feature would: Enable more accurate performance evaluation Reflect real-world impact-based KPIs Support goals where effort alone is not enough — outcomes matter too This is especially important in: Customer satisfaction programs Donor and beneficiary experience measurement Quality improvement initiatives Monthly/quarterly operational performance tracking

Currently, recurring tasks in Teamflect allow the due date to repeat, but the target or metric attached to the task remains fixed across all recurrences. In many operational and performance scenarios, target values change each month (or each recurrence). For example: January target = 1000 February = 2000 March = 1500 etc. It would be extremely helpful if recurring tasks could support: Different target values for each recurrence, while keeping the task structure the same. This feature would allow more accurate performance tracking across months, especially for KPIs that naturally vary over time (such as sales targets, outreach volumes, beneficiary services, etc.). This improves: Performance alignment Goal accuracy Reporting consistency

Currently Checklists added to Tasks created in Teamflect are not synced with the Steps of the Microsoft To Do Task. It could be nice there is a way to sync that.

If an email comes in with the details that I would like to convert to a task, I would like to, from Outlook create the teamflect task.

We have competency buckets (e.g., Problem-Solving), competencies (e.g., Effective work-execution), descriptions, and behavioral examples. Currently the tool only allows for competency names, descriptions, and expectations. It would be great to be able to group them. I know some organizations have Core Competencies and Functional Competencies. I suspect other organizations would appreciate this feature, too

The ability to able to bulk close or update KPI's. I have about 400 of them we need to close at the end of the review period, and they will need to be closed manually.

When I create goals and give them to people, they get an email for each purpose. That's fine. Only when I create a project with set goals do I ensure that my colleagues receive dozens of emails. Instead, it would be better if I could set up the project with myself as owner, and then, when ready, assign everything to the actual owner in one go.

As an Admin user I need to see a consolidated org chart view as a report

Currently, the “New Feedback” button appears to all users, even if there are no feedback templates available for them to use, because we only run 360-degree feedback cycles. When clicked, it shows an error message saying there are no templates available. We’d like to introduce an admin-level setting that allows organizations to control this visibility. Proposed enhancement: Add a toggle in the Admin Center → Feedback settings: “Allow users to request / give feedback” If this option is disabled: The “New Feedback” button would be hidden (or appear disabled with a tooltip such as “You are authorized to give or request feedback”). Only authorized users or those with active templates would see or be able to use the button. Why this matters: This would make the user experience cleaner and less confusing, especially for organizations that would like to limit feedback to specific roles, departments, or time periods. It would also prevent unnecessary error messages and reduce questions from end users. Example use cases: Organizations running feedback cycles only for certain employee groups. Companies that restrict ad-hoc feedback to managers or specific roles. 👍 Upvote this if your organization would benefit from controlling the visibility of the “New Feedback” button!

Admin-curated coaching questions exist, but leaders want weekly auto-rotation by category to keep conversations fresh. Allow creation of “Question Pools” per category (e.g., Performance, Culture). In 1:1 template, add rule: “insert N random questions per category each recurrence”, no repeats for X weeks.