Feature requests

We would like users to be able to mark assigned learning materials as completed, similar to completing a task. Currently, there is no clear way for employees to confirm that they have reviewed or completed a learning resource, which makes it difficult for admins to track participation and completion. Ideally, this would allow: Users to mark learning materials as completed Admins to view completion status in a report Reporting by user, department, learning material, and completion date Admins to identify incomplete or overdue learning materials Completion data to be exported for further analysis This would help organizations track learning participation, follow up with employees who have not completed assigned materials, and better measure the adoption of internal learning content.

We would like Succession Planning to support annual cycles, similar to Reviews and Goals. Admins should be able to create a new cycle each year while preserving previous finalized plans and allowing historical plans to be viewed. Business Impact: We present succession planning to the Board annually. Without historical cycles, yearly updates overwrite previous succession data, making year-over-year tracking difficult.

We run succession planning as a recurring process, but once employees have been selected for succession planning, there isn't an easy way to launch a new planning cycle for the same group. Because these employees remain marked as already selected, we can't simply re-trigger the process or notify managers to complete a new round of succession planning. It would be helpful if admins could relaunch succession planning for an existing group of employees without having to recreate everything from scratch. Ideally, this would allow us to: Start a new succession planning cycle for previously selected employees Send a new round of notifications to managers Optionally retain historical succession plans while creating a new cycle for the current planning period This would make recurring succession planning much easier to manage and allow organizations to update succession plans on a regular basis without unnecessary administrative work.

A space for managers to see all succession plans

We use succession planning as an annual process, similar to Performance Reviews and Goals. Each year, we need managers to review and update succession plans while preserving previous years' finalized plans for historical reference. Today, succession planning feels like a single ongoing plan rather than a recurring process, which makes it difficult to track how succession strategies evolve over time. We'd like the ability to create a new succession planning cycle each year (for example, 2026, 2027, etc.) while keeping prior years' plans intact. Ideally, this would allow us to: Create a new succession planning cycle each year Preserve previous cycles (2025, 2024, etc.) View historical succession plans and compare changes over time Allow managers to update successors, readiness, and development plans without overwriting historical records This is especially important for organizations that report succession planning to executive leadership or the Board on a recurring basis, as successors, readiness levels, managers, and organizational structures naturally change from year to year. Historical tracking would provide a much more accurate view of succession planning progress over time.

We regularly present succession planning updates to our leadership team and board, but today the process is almost entirely manual. To prepare our board deck, we have to open each succession plan, take screenshots of the information we need, and manually build a PowerPoint presentation. This is time-consuming and makes it difficult to keep presentations up to date. It would be extremely valuable to have an executive succession planning report that consolidates all of this information in one place. Ideally, the report would include: Succession plans across the organization Successor readiness Preferred successors 9-box placement Development notes and comments Department-level and role-level views The ability to export the report to PowerPoint or PDF for executive and board presentations This would eliminate a significant amount of manual work, provide a more polished way to present succession data to leadership, and make recurring board reporting much more efficient.

Competencies assignable by department, location, business unit, per user and strategic categories, not only role.

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

Support integrations with learning platforms such as Udemy, Mind Tools, LinkedIn Learning, or similar tools.

Current system roles are effectively treated as job titles. In some organizations this approach may work, but in more complex organizations there are often additional layers of classification, such as functions or sub-functions (for example aligned with Mercer methodology). It would be very valuable to allow adding additional attributes to a role and enable flexible categorization. In particular, it would be helpful if role descriptions were not strictly tied to job titles, but could instead be linked to other categories. Example: Job Title: Payroll Specialist Role / Function: HR Role Code: Role001 Role (not job title) Description: XYZ The idea is to enable building a more flexible structure of roles and positions. In larger organizations, categorization is not always based on job titles alone. For example, the same type of work may have different job titles across countries, even though the scope is identical. In Teamflect, this currently results in managing multiple roles instead of one, simply because there are multiple job titles for the same function. This enhancement would support more scalable and consistent role management across global organizations.