Frontline performance

Performance reviews for people who work in the field

A guide for HR teams with staff at mine sites, plants, stores, stations and branches: how to design a cycle that gets completed despite shifts, without a corporate email and with managers who lead large teams.

On video

Clikma Performance

Evaluating your people from start to finish: self-assessment, manager review, goals, the feedback conversation and the progress of the process in view.

Narrated in SpanishEnglish subtitles

Transcript

Reviews in spreadsheets, reminders by email… and nobody knows where the process stands? Hi, I'm David. Meet Clikma Performance: evaluating your people, from start to finish, on the same platform where they learn. With the Process builder you set up your cycle to fit: you choose the stages, who takes part and with which rules.

Self-assessment, manager review, goals, feedback and closing: start from a template or from a blank page. Each person sees what's theirs to do and by when, and answers in a few clicks: it saves automatically. Managers rate competencies and goals on a clear scale, with the person's self-assessment in view.

Then, the feedback conversation: what was discussed and agreed is recorded, and the person closes their review. And if you're in HR, you have the whole process in view. Progress by stage and by structure, so you know where things are pending before the deadline. Results and reports in Excel and PDF, and reports that arrive in your inbox on their own.

From compliance to impact: evaluate, talk with and develop your people, all in Clikma. Clikma powers up your organization's learning ecosystem. Write to our accounts team: more at clikma.com

  • A simple cycle completed on time
  • Sign-in without a corporate email
  • Safety and job-role competencies
  • Progress by location, site or store

Updated 2026-10-31

How do you review the performance of field workers in mining, retail or transport?

With a cycle simpler than an office one and designed around the operation: few competencies per job role, described with behaviors that can be seen on the job (safety, quality, teamwork); a review by the direct manager, with a self-assessment if the team can do one; deadlines that respect shifts, and a sign-in that does not depend on a corporate email. What matters most is the feedback conversation between the person and their supervisor.

Clikma lets you build that cycle in stages, with the competencies in each person's job profile, and offers several sign-in methods at once: people without a company email sign in with their RUT (Chilean national ID). HR tracks progress by division, area or any other attribute of the organizational structure, to know which location, site or store is behind before the deadline.

It is the same platform where these people are trained, with published success stories in mining, retail and transport.

What changes when reviewing in the field

Reviewing people who do not work at a computer has its own challenges. They should be designed for from the start.

Challenges of reviewing performance in the field and how to address them
ChallengeWhat happensHow to address it
No email or computerNotifications do not arrive and the person cannot sign in to complete their self-assessment.Sign-in with RUT, notifications sent to a designated contact and protected time to respond during the shift.
Shifts and site rotation schedulesDeadlines overlap with rest days and the manager changes depending on the shift.Longer deadlines per stage and a reviewing manager defined in the organizational structure.
Large teams per supervisorA supervisor with dozens of people cannot review them all with quality.Few competencies per job role, a short scale and clear descriptors.
Job competenciesAn office form does not describe work at a mine site or in a store.Competencies from the job profile, with safety as a reviewable behavior.
Many locationsNobody knows which site or store is behind until the process closes.Progress by location, area or division throughout the cycle.

Step 1: a cycle that gets completed on time

In the field, a simple cycle that gets completed is worth more than a comprehensive one left half done.

Start with the direct manager's review and add the self-assessment when the team has a way to do it. Add stages only once the process is established and completed on time.

Set deadlines per stage that take shifts into account, and communicate them in start-of-shift briefings, not only by email.

Step 2: competencies that can be seen on the job

The competencies of an operator, a salesperson or a driver have to describe behaviors their supervisor sees every day.

Safety usually comes first: following procedures, using protective equipment and reporting incidents. Then come the technical competencies of the job role and teamwork. Describe each level with examples from the job so that two supervisors rate the same way.

How Clikma solves it

In Clikma, the cycle is built in stages, competencies come from the job profile and everyone can sign in, whether or not they have a corporate email.

  • Process builder

    HR builds the cycle in stages and sets the calendar for each one, starting from a template.

  • Job profiles

    The competencies and the scale reviewed come from each person's job profile.

  • Access for staff without a corporate email

    People without a company email sign in with their RUT, and their notifications go to a designated contact.

  • Several login methods

    Username and password, RUT, or a corporate Microsoft or Google account, each with its own button on the same screen.

  • Tailored organizational structure

    Each company's own hierarchies and attributes, such as the mine site or the store.

  • Progress by organizational structure

    The progress of the process by division, area or any other attribute of the structure, and spreadsheets with the status of each activity.

Mining, retail and transport

Clikma has published success stories in these industries, where the same platform trains thousands of people in the field.

  • Mining

    In-house staff and contractors on the same platform, with the structure of each mine site.

  • Retail

    Stores, shifts and high turnover, with assignment by job role and location.

  • Success stories

    Mining, retail, transport, healthcare, hospitality and other industries.

Frequently asked questions

How do you review the performance of field workers?

With a simple cycle (a review by the direct manager and, if possible, a self-assessment), few competencies described with on-the-job behaviors, deadlines that respect shifts, a sign-in that does not depend on a corporate email and a feedback conversation with the supervisor.

What performance software works for mining and field workers?

One that lets you build the cycle in stages, review the competencies of each job role, sign in without a corporate email and track progress by site or location. Clikma does this on the same platform where it trains both in-house and contractor staff.

How do people without a corporate email complete their performance review?

In Clikma they sign in with their RUT, with no need for a company email, and their notifications are sent to a designated contact. It is a good idea to give them protected time during the shift to respond.

Which competencies should be reviewed in operational roles?

Few and observable: safety (following procedures, using protective equipment, reporting incidents), the technical competencies of the job role and teamwork, each with levels described using examples from the job.

How do you know which location or site is behind on the review?

By tracking the progress of the process by division, area or any other attribute of the structure throughout the cycle, not only at closing. In Clikma, HR sees it by organizational structure and downloads it in Excel.

Next steps: how to get started with Clikma

If you have field teams and want to review their performance, this is the usual path.

  1. Book a meeting

    On the contact page you pick a time on the calendar, or you can write to contact@clikma.com or message us on WhatsApp at +56 9 7960 1634, Monday to Friday from 09:00 to 18:00.

  2. Let's review your operation

    Your job roles, your shifts, your locations and how your teams sign in to the platform today.

  3. Define the scope and implementation

    With a project manager, the scope, timelines and roles are set, and the structure is loaded with its mine sites, stores or locations.

  4. Pilot run

    The cycle is tested with one location or area before it is opened to the whole company.

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