Welcome to Clovert.
Clovert is a performance management platform for growing companies — typically 50 to 500 people — who have outgrown spreadsheets but don't need the weight of an enterprise suite. Three core modules shape the workflow: OKRs & goals, performance reviews with 9-Box calibration, and individual development plans. Around them sit 360° peer feedback, a kudos wall, 1:1 notes, and HR analytics.
Every person in Clovert has a role: Employee, Manager, HR, or SuperAdmin. The role determines what you see and what you can do. The same person can be HR and a manager and an employee at the same time — Clovert handles that cleanly.
Find your role below and start where it makes sense for you.
HR
For HR & SuperAdmin
What you can do
HR sits at the centre of every cycle in Clovert. You shape the questions, open and close periods, calibrate the 9-Box, and watch completion roll in. SuperAdmins additionally manage user roles and have access to admin recovery tools.
Manage the directory of employees, departments, and managers
Open, run, and close review cycles per period
Calibrate the 9-Box matrix and override manager ratings
Build and edit review questions via the Survey Designer
Track company-wide goals, IDPs, and 360° completion
Export to Excel and PDF for board reporting
Anonymise employee data on request (GDPR right to erasure)
Request revision on a submitted review — return it to Draft with a comment
Manage user roles and recover locked reviews (SuperAdmin)
Your first 5 minutes
- Sign in at
app.clovert.eu. The first time you log in, you'll land on the onboarding wizard if your company has no employees yet. - In the wizard, create your first review period — for example,
2026-Q2with a deadline four to six weeks out. - Add employees manually or import from Excel. At minimum you need name, work email, role, department, and who their manager is. The "Is Manager" checkbox in Directory is what gives someone a team to review.
- Land on the HR Dashboard. Scan completion percentages by department and check the 9-Box snapshot.
- Open Survey and review the default review questions — five Performance dimensions and five Potential dimensions. Edit them now if your organisation uses different language.
Tip. Before sending the first cycle live, log in as a test employee and walk the self-review flow yourself. Five minutes here saves hours of "I don't understand what to fill in" emails later.
Your monthly rhythm
| When | What you do |
|---|---|
| Cycle start | Open the period in Periods. Send the kickoff message to managers via Remind Managers on the HR Dashboard. |
| Mid-cycle | Check completion in Reviews. Use Remind Managers to nudge anyone behind. |
| Calibration | Open Calibration. Move dots between 9-Box quadrants where manager ratings need adjustment. Add notes for each move. |
| Cycle close | Lock the period. Generate the Executive Summary PDF for the leadership debrief. |
| Off-cycle | Watch 360° nominations, approve directory changes, audit role assignments under Users. |
Manager
For Managers
What you can do
As a manager, your home is the Manager Dashboard. One screen shows where each review stands, how your team plots on the 9-Box, and who needs your attention this week. Your job in Clovert is mostly to evaluate, develop, and keep momentum.
Review each direct report on Performance and Potential dimensions
See your team's 9-Box matrix update live as you submit reviews
Approve and align reports' goals to department-level OKRs
Co-create Individual Development Plans (IDPs) using the 70-20-10 framework
Approve 360° peer nominations and launch feedback rounds
Take private 1:1 notes per direct report (not visible to HR)
Open each employee's dossier — full review history and 9-Box trail
If you manage other managers — open the Hierarchy view to oversee their team reviews and request revision when needed
Export individual reviews to PDF
Your first 5 minutes
- Sign in. Land on the Manager Dashboard showing your team count, completion percentage, and 9-Box.
- Look at the Team list. The coloured dot on each avatar tells you the status — green is submitted, amber is draft, grey is not started yet.
- Click View next to any team member to open their dossier — full review history, goals, IDP, kudos, and 9-Box trail.
- Click Continue on a draft review (or the row of someone you haven't started) to open the review form.
- Use the sliders to rate Performance and Potential. Add a comment with concrete examples and one development action. Choose Save Draft if you need to come back, or Submit & Lock when ready.
Tip. Once you submit a review, you'll be returned to your dashboard or reviews list — wherever you came from. The avatar dot turns green and the 9-Box updates live.
Your monthly rhythm
| When | What you do |
|---|---|
| Weekly | Drop into Manager Dashboard. Check who has draft or pending reviews. Update 1:1 notes after each one-on-one. |
| Mid-cycle | Submit reviews for half of your team. Discuss draft Potential ratings with HR if you're unsure. |
| Cycle close | Submit remaining reviews before the deadline. The Manager Dashboard shows you a stepper: Self-Review → Reviews → Calibration → Completed. |
| Post-cycle | Open IDP for each direct report. Define one career goal and three development actions in the 70-20-10 split. |
| Anytime | Send a Kudos when someone deserves recognition. Approve 360° peer nominations when employees submit them. |
Employee
For Employees
What you can do
For employees, Clovert is mostly about reflecting, setting direction, and recognising peers. Most of your time will be spent during the active review cycle — typically 30 to 60 minutes per quarter.
Complete your self-review for each active period
Set personal goals aligned to your department's OKRs
Co-author your Individual Development Plan with your manager
Nominate peers for 360° feedback — and give honest feedback when nominated
Send and receive Kudos on the recognition wall
See your own performance history, 9-Box position, and received kudos
Your first 5 minutes
- Sign in at
app.clovert.euusing the email your HR team registered. - Land on the Employee Dashboard. The stepper at the top shows you where you are in the current cycle.
- If a review period is open, you'll see Self-Review waiting. Open it and rate yourself across the same dimensions your manager will use. Be honest — over-rating creates a wider self-vs-manager gap.
- Open Goals. Add two or three personal goals for the period. If your manager has cascaded department goals, link yours to one of them.
- Take a moment on Kudos. Send one to a colleague who deserves it this week. It takes 30 seconds and travels further than you think.
Tip. Your self-review is private until you submit it. Use Save Draft as often as you need — Clovert auto-saves your sliders and comments every 30 seconds.
Your quarterly rhythm
| When | What you do |
|---|---|
| Cycle start | Receive the email kickoff from HR. Block 45 minutes for your self-review. |
| Cycle window | Complete your self-review. Submit any 360° feedback you've been asked to give. |
| 1:1 with manager | Discuss your self-review against your manager's view. Agree on next quarter's goals and any IDP updates. |
| Anytime | Send Kudos. Update goal progress as you make headway. Add to your IDP as you complete development actions. |
How the cycles flow.
Three diagrams showing the rhythm of the most common Clovert workflows.
Review cycle
From cycle open to executive summary, in four phases.
IDP cycle
Individual Development Plan based on the 70-20-10 framework.
360° feedback cycle
Anonymous peer ratings on five competencies, gathered in three steps.
Frequently asked questions.
Can the same person be HR, a manager, and an employee?
Yes. Roles in Clovert are layered. HR/SuperAdmin defines what the platform lets you do. Manager status comes from the "Is Manager" flag in the Directory and means you have direct reports to review. Employee features (your own self-review, goals, IDP) are available to everyone — including HR and managers — so you can be reviewed yourself while reviewing others.
Where are our data stored?
All Clovert data is stored on EU servers. Tenant isolation is enforced at the database level using PostgreSQL Row-Level Security, so no company can access another company's data — even in the unlikely event of an application bug. Data at rest and in transit is encrypted.
What happens if a manager forgets to submit a review?
HR can see who is behind on the HR Dashboard and click Remind Managers to send a reminder. If the cycle deadline passes, the period can either be closed (locking missing reviews as incomplete) or extended.
Can a submitted review be reopened?
Yes, in two ways. HR or a senior manager (manager-of-managers) can use Request Revision to return a Submitted review to Draft — they leave a mandatory comment explaining what needs to be revised, and the manager who originally submitted the review gets a notification to redo it. For exceptional cases — e.g. a locked review with a critical error — a SuperAdmin can use the panic unlock in the Admin console. Both actions are recorded in the audit log.
Are 360° peer comments truly anonymous?
Individual peer responses are anonymous by design. Managers and HR see aggregated scores by relationship type (Self / Manager / Peer), never by individual peer name. Open-text comments are pooled for the employee but not attributed.
Can I export employee data on request?
Yes. Per GDPR's right to data portability, HR can export an employee's personal data (reviews, goals, IDP, 360°) as a structured file. The right to erasure is also supported via the anonymisation tool, which replaces personal identifiers while preserving aggregate analytics.
What does the 9-Box matrix actually measure?
Two axes: Performance (the average of the manager's Performance ratings, P1–P5) and Potential (the average of Potential ratings, POT1–POT5). The matrix divides the space into nine quadrants — from "Needs Improvement" in the bottom-left to "Top Talent" in the top-right. Categories are auto-derived; HR can override during calibration.
Are 1:1 notes visible to HR?
No. 1:1 notes are private between manager and direct report. HR cannot see them. This is a deliberate design decision — managers need a private space to record honest impressions and one-on-one context that isn't appropriate for a formal review.
What's the difference between Goals and OKRs in Clovert?
Clovert uses one unified concept: cascading goals with KPIs. Goals can be defined at the organisation, department, or individual level. Each goal can have one or more measurable KPIs. Together, this gives you OKR-style alignment without forcing a particular methodology.
How do I get help if I get stuck?
Email hello@clovert.eu. We typically respond within one business day. For account-specific issues, ask your HR administrator first — they can resolve most directory and review-related questions directly.