Flo has always moved at a pace that keeps our clients ahead of their workflows rather than catching up to them. Leadership Dashboards represent one of the most substantial updates to Flo Performance Management to date, and they are now available to every firm. This is a capability that Talent and HR teams have been asking for, and building it the right way took working through the details carefully with the people who manage these processes every day.
We heard from our clients that firm leaders, including practice group chairs, office managers, managers, and mentors, regularly need to see performance feedback for their people and want to track how a review cycle is progressing. Until now, admins had two options: grant full admin access to Performance Management, or manually assemble evaluation packets and email them. Packets take time to build, they go stale as soon as new evaluations come in, and every leadership request meant rebuilding them from scratch. Neither option scaled well with a firm's real review cadence.
Dashboards in Flo Performance Management give admins a structured way to share selected evaluation data with firm leaders, through Groups, Manager fields, and Mentor fields, all without granting admin access.
Setting up a dashboard involves four steps:
Admins can preview any dashboard exactly as a viewer would see it before making it live, which makes it straightforward to verify the configuration before leaders begin accessing it.
For leaders accessing a dashboard, the experience is focused and clean. Once granted access to at least one dashboard, a leader sees a Dashboard option in Flo Performance Management. The landing page lists their accessible dashboards, each tagged to show whether its associated cycles are open or closed, along with completion percentages for each evaluation stage in any open cycle.
Selecting a dashboard opens a table of the people the viewer has access to, with the configured evaluation data and profile details. Viewers can filter the table, toggle columns on and off, open any evaluation in a modal to read it in full, and print individual evaluations if printing was enabled during setup. Dashboards are read-only; viewers cannot edit evaluations.
Access is scoped precisely: managers and mentors see only their own direct reports or mentees, even when the dashboard is attached to a larger group. A mentor to one litigation associate sees only that associate on the litigation dashboard, not the rest of the group.
The shift here is meaningful for how PD and HR teams spend their time. Once a dashboard is configured, leaders can check on cycle progress and read evaluations whenever they need to, without contacting the PD admin team for an update or waiting for a new packet to be assembled. Leaders can spot gaps or outliers during the cycle itself and follow up in real time, rather than working from a snapshot that was accurate two weeks ago.
For admins, the work shifts from recurring, manual assembly to a one-time setup that stays current automatically. Adding a new review cycle to an existing dashboard is far faster than rebuilding packets from scratch, and the visibility controls in Groups, Manager fields, and Mentor fields ensure that access remains exactly as intended even as the firm's structure evolves.
Leadership Dashboards are the result of listening carefully to what firm leaders and PD teams actually need from a review cycle, and building toward that. This is a substantial new capability, and we expect the way firms use it to inform what comes next. Tell us what you are seeing in practice and what you would build on top of it.
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