Building an Empowering Performance Management Process with Teamflect

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Emre: Welcome, everyone. This is our discussion with the lovely people from MedQuest on how you can build a performance management process centered around empowering all your employees. This discussion came up when I was actually just having a chat with Natalie and Astrid, and I discovered their methodologies and thought: a lot of people need to know about this. So before we dive in, here's everything we'll be covering.

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Emre: We'll skip past the welcome bit. Before we dive into our discussion with Natalie and Astrid, the CEO and founder of Teamflect, Bora, will do his keynote on the modern HR tech landscape, the modern landscape of performance management overall, how it can support empowerment, and where HR tech fits in — because that's a necessary discussion for everything to make sense. Then we'll have our conversation with Natalie and Astrid, and then Jay Sherris will be doing a live

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Emre: Teamflect demo for all of you, because Teamflect was a key part of how Natalie and Astrid established their empowerment-centered performance management process. Jay will walk you through exactly how they did it and how Teamflect helps you do all of those things. So we'll have the theoretical side and the practical side right away, followed by a Q&A session with everyone in the webinar. If you have any questions for Bora, Natalie, Astrid,

00:01:50 - 00:02:56

Emre: myself, Jay, or Dennis from our team, you can ask them in the Q&A. The Q&A section is open on the right side of the webinar. If it's a quick answer, we'll respond there, but we'll also be taking notes and addressing all questions towards the end in the Q&A session. If you experience any technical difficulties, you can email

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Emre: Dennis at teamflect.com and she will sort it right away. Without further ado, I will pass the microphone to none other than the founder and CEO of Teamflect, Bora Ünlü. Bora, the floor is yours.

Bora: Thank you, Emre. Hello again, everyone. I'm Bora, and thanks for joining today's webinar. Let me start by giving you a quick headline. We are going to talk about how performance management is

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Bora: evolving, what's driving that shift, and what modern HR technology needs to look like in this new environment. If you look at the last few years, work has changed really fast. AI is now part of most workflows. Employees expect much more clarity and feedback, and hybrid work has basically become the default. Managers are trying to keep teams aligned without relying on proximity or visibility. Employees want transparency and real development — not a yearly recap. HR teams are expected to

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Bora: steer all of this at the organizational level. My goal for today is simple: walk you through what's changing, why it matters, and how we can adapt — and how we are approaching this new era at Teamflect. For a long time, HR tech was designed mainly to help HR people stay organized — compliance, documentation, structure. All very important, but it didn't necessarily help employees or managers

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Bora: with their day-to-day operations. That mindset is shifting. The companies performing best are choosing systems that support employees directly — providing clarity, communication, ownership, and development. And of course, that shift isn't happening by itself. It's happening because the world of work itself has changed around us. There are four major forces pushing this change.

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Bora: First: AI. AI is taking a lot of repeatable work off people's plates, so performance management is moving toward creativity, judgment, collaboration, and problem-solving — the things annual reviews were never built to measure in the first place. Second: rapid skill shifts. Roles now evolve so quickly that once-a-year performance conversations simply can't keep up. People need more frequent alignment and clear development paths. Third: hybrid work. Managers

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Bora: can no longer rely on proximity. They need clear outcomes, alignment, and communication instead. And fourth: rising employee expectations. People expect more transparency and ongoing feedback, not a long document at the end of the year — because everything in their digital life gives them real-time input. Work can no longer be the exception.

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Bora: Before I get to what performance management connects to all of this, there is one more shift worth calling out: the changing role of the CHRO, or HR leaders in general. A few years ago, HR was mainly seen as the function that owned policies, compliance, and the administrative side of the employee experience. That's still part of the job and an important one — but it's no longer the full picture. Today, almost every CEO I

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Bora: talk to expects their CHRO to be a strategic partner — someone who helps shape work strategy, organizational structure, talent planning, and even overall company direction. This makes sense, because the biggest challenges companies face right now — including ourselves — are all about alignment, culture, skills, and adaptability. These are all fundamental people challenges. So the CHRO or HR leader role is becoming much more about

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Bora: designing the systems that keep the company healthy and aligned, especially as work continues to change. When we put these four forces together with the changing role of HR leadership, they are reshaping how organizations think about performance and making performance management much more central than it used to be. Moving on to why performance management sits at the center of this change — it's because it's the place where organizations answer a few

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Bora: foundational questions: What do we actually value? How do we measure it? How do we help people grow and get there? And even though everything around us is changing at a fast pace, what people need hasn't changed much. Employees still want clarity, regular input, trust, and a sense of direction. The difference is speed and pace. The old processes weren't built for today's speed. So modern performance management

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Bora: has to support these needs continuously — not just once a year. The organizations that get this right end up with teams that are more aligned, more adaptable, and more resilient. We've talked about the changing environment and why performance management sits at the center. That brings us to what modern performance management should actually look like. According to recent surveys, only 14% of employees agree

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Bora: that annual performance reviews inspired them to improve. And honestly, that's not surprising at all. The shift we're seeing is clear: from top-down evaluation to shared ownership; from long, rating-focused reviews to ongoing alignment and coaching; from heavy admin to simpler, more useful, day-to-day conversations. Employees do better when expectations are clear and they have ownership. Managers do better when they have structure and support — not more administrative burden. And teams function

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Bora: better when performance isn't packaged into one month of the year. The goal isn't about adding more processes — it's about defining a better process, one that works at today's pace. For all of this to work, the technology supporting performance also needs to evolve. There are four main things it needs to do well. First: it should empower people. Employees should feel ownership of

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Bora: their goals and growth. Managers should get guidance and structure, not more tasks. Second: it should live in the flow of work. If performance lives in the tools people already use — for most of our customers, that's Microsoft Teams and Outlook — it becomes natural instead of forced. Third: use AI in a human-centered way. AI should help managers prepare, write better feedback, and stay consistent. It shouldn't replace the human element — it should be a supportive

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Bora: element within performance management. Fourth: connect performance and growth. Goals, feedback, reviews, one-on-ones, and development should feel like one connected system — not separate workflows. These principles are essentially the blueprint we used when building Teamflect. Teamflect is fully native to Microsoft 365. Goals, feedback, reviews, one-on-ones, recognition, and development all live directly inside Microsoft Teams and Outlook. The idea was and still is very

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Bora: simple: make performance easy, consistent, and part of everyday work. And now we are adding the Teamflect Agent on top, which takes this a step further. Think of it as a personal coach for managers and employees — trained on your company's culture, values, and performance criteria. Because it sits on top of Teamflect, it already understands context like goals, past reviews, feedback, recognition, and one-on-one notes. It gets the full picture. I imagine it as equipping

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Bora: your employees and managers with a personal performance coach that is available 24/7 — one that understands how they're doing, where they need support, and what your company expects of them. And it's not a generic coach. It's a coach trained on your culture, your values, and your performance standards. A coach you can shape. So when you combine Teamflect with the Teamflect Agent, you get a performance system designed for today's world — continuous, contextual, and

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Bora: centered around growth. That's the big picture from my side. But you don't have to take my word for it — I might be a bit biased. Emre is here with our friends from MedQuest to show how this actually plays out in practice.

Emre: Awesome. Bora, thank you so much. And everyone in the webinar — do not leave. Bora is going to stick around and will be answering all of

00:13:03 - 00:14:12

Emre: your questions. So if you have any questions for Bora, submit them in the Q&A section and he'll be there till the end. Bora hit some excellent points on the role of AI and the role of HR as a strategic partner, and there are few people more equipped to discuss that topic than Natalie and Astrid. Now we'll be moving into our conversation. Once again, thank you so much for coming.

Natalie: No, thank you for having us.

Emre: Awesome. Before I start bombarding the two of you with questions about how you built your performance management process from the ground up with empowerment as its core philosophy — for those in the

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Emre: audience who may not be familiar with your work, can you please introduce yourselves?

Astrid: Sure. My name is Astrid. I'm the Senior HRIS Analyst for MedQuest, and my role is to manage and oversee all the people operations systems including Teamflect.

Natalie: Yes. And I could not do this work without Astrid. I'm Natalie Fields, Director of People Experience. For those who may not know, MedQuest Imaging is a management, operations, and consulting organization for medical imaging,

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Natalie: partnering with healthcare systems across over 25 centers in the Southeast. The majority of our team members are patient-facing — doing MRI, CT, mammography scans — very important work in individuals' healthcare journeys. My role as Director of People Experience was brand new to MedQuest when I joined a couple of years ago. My mandate was to come in and not only manage existing processes, but build

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Natalie: comprehensive programs around engagement, learning and development, recognition, and performance empowerment — which I'm going to tell you more about.

Emre: Amazing. And to give people the full picture: we're not talking about a standard corporate environment. MedQuest has the corporate side, but you also have frontline, patient-facing employees, which adds another dynamic to

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Emre: building a performance management process.

Natalie: Absolutely. They're the majority of our team members. We have about 1,200 employees at MedQuest — probably 80 or 90 of us in the corporate office, and the rest are in the field.

Emre: So let's talk about how you built this process, because you rebuilt it from the ground up centered on empowerment. What inspired that shift? What was

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Emre: the reason you decided to rebuild the performance management process, and what did you aim to achieve with it?

Natalie: So I joined MedQuest a couple of years ago and there was a performance management process in place, but it was very much check-the-box. It happened once a year, really antiquated in that way, and there wasn't a true pay-for-performance model — just peanut butter-spread merit increases not based on performance. I was

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Natalie: charged with creating a new pay-for-performance model. What inspired it — I get really passionate about people experience, because I truly believe that when people come to work, they should be in an environment where they can bring their whole selves to their roles, with programs that reflect and foster the human experience. And

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Natalie: there's a quote by Maya Angelou — poet and scholar — that is my true north both as a person and as a professional. The quote is: "My mission in life is not merely to survive, but to thrive — and to do so with some passion, compassion, humor, and style." That's the quote I really try to live out professionally and personally. And so with PEP —

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Natalie: PEP stands for Performance Empowerment Process — I didn't want to simply create a system that helped people get through their day, but truly thrive through their careers and their experience at MedQuest. The foundation of that is the well-documented evidence that when companies have more engaged team members, the business thrives. So when I approached performance management at MedQuest, I really

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Natalie: started with that quote and the goal of ensuring our team members felt they were thriving at MedQuest, not just surviving.

Emre: That's amazing. And it's awesome that you started with a core philosophy — and that you actually changed the name to reflect it. You called it the Performance Empowerment Process. I love the philosophical side of it. So if we were to visualize and solidify it a

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Emre: little: what does performance empowerment actually look like at MedQuest, and what's Teamflect's role in it?

Natalie: Really, it was about fundamentally shifting how we think about performance at MedQuest. Moving away from the once-a-year, check-the-box approach that felt more like compliance, and shifting toward thinking about outcomes, values, and how our behaviors are driving our work and how we show up for patients. Not just measured by metrics and what we're doing, but how we're doing it. And really, when it comes to empowerment, I wanted to move away from the word "management" — which feels like control and oversight, something done to you.

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Natalie: Shifting to "empowerment" is a whole energy shift. It suggests partnership and ownership — partnership between managers and team members, and ownership of the process and clarity. Those are the things I was really being intentional about when building this program — what the word "empowerment" could unlock in people. And really,

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Natalie: what Teamflect enables is clarity in the process — what's expected of our team members through the goals module — and how we are using Teamflect to set annual goals across all team members. Teamflect is supporting the shift from that once-a-year annual check-in to continuous, bidirectional feedback, development, and coaching, and a reinforcement of our values-based

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Natalie: behaviors throughout our mid-year check-ins and everything else. Teamflect now allows this empowerment process to be a living, breathing, accessible thing happening at MedQuest — versus that once-a-year, check-the-box, being-managed experience. It's been really amazing to build up this program and have Teamflect as a partner in it.

Emre: That's amazing. Thank you. And what you said hits very close to home for us — we had the same discussion on our podcast recently, about company values translating into behaviors we want to encourage in organizations, and using our solution to do that makes us beyond happy. So how did your journey with Teamflect start? When you were looking for

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Emre: performance management solutions to build this program around empowerment, what were some of the things you were looking for?

Astrid: Well, I can speak to that. We were looking for a system that would first integrate with the systems we were already using across the company. But we also wanted something that would provide that 360 full-cycle support, which is very difficult to find. With Teamflect, we have that 360 customer support — allowing us to integrate with other systems and make the transition smoothly, from paper forms and Excel spreadsheets to this system. Having

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Astrid: our senior customer account manager, Sue, supporting us throughout the process was great. Nowadays these kinds of things are really hard to find in one system. You might get the system, and you might get support for that first phase of integration and configuration,

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Astrid: but then after that — that's it. With Teamflect, we have not only support to integrate with other systems, but also support to deploy the system, train managers and team members on how to use it, and have someone right beside us throughout that process. Sue, our senior account manager, was with us during manager training, and during team member training. That was a great level of support. Also during the testing phase, during configuration, and even afterward — when we needed help extracting data or understanding a report, Teamflect was right there giving us guidance.

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Astrid: That's what I call 360 support — from beginning to end. And even now that we know how to use Teamflect, we still have that support available if we need it. It gave us security.

Natalie: It gave us empowerment.

Astrid: Yeah, it did.

Natalie: I was going to say — when it comes to choosing Teamflect, for anyone on the call who hasn't seen the MedQuest success story on the Teamflect website, you'll get a good

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Natalie: laugh out of it. I have to give a shout out to my colleague — former colleague — Amy. She was our project manager with MedQuest and recently departed. But to back up and talk about choosing Teamflect: I always say, and I know it's corny, but it was a love story. Amy was the one I asked to go out and Google around — "we need a PMS, can you look at what's out there?" And she went through different options across high, medium, and

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Natalie: lower tiers — in terms of functionality, budget, all the factors. We had looked at some systems across all of those categories and could see some value and benefit in some of them. And then, when we were almost ready to start demoing other systems, she sent me Teamflect. She said something like, "This one is kind of cool — it integrates with Microsoft Teams, it looks really simple, let's throw it in the hat." And when we did,

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Natalie: and had the demo, we literally fell in love. When we hung up, we said, "This is it. Why would we look anywhere else?" I don't know if you watch Say Yes to the Dress, but it was like we said yes to the PMS. And the decision was just too easy.

Astrid: Yeah. And to Astrid's point about the 360 support — that is truly a cornerstone of Teamflect. The support, because when you're comparing to other systems — whether PMS, LMS, or HRIS — they can be clunky.

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Natalie: The support can be convoluted. Some of them even charge you for support. Teamflect stood out with that partnership, with Sue. Shout out to Sue. We love her.

Emre: Natalie, I would hate to cut you off because I could listen to this all day. I have so many more questions about your

00:29:09 - 00:30:15

Emre: day-to-day practices, but I'm also really glad we stayed on the implementation and rollout process — because implementing a new system around performance expectations, rating processes, and new ways of thinking is already difficult in and of itself. Doing it alongside a new system and a new tech stack can be a nightmare for many organizations. That's part of the reason why we keep onboarding support such a priority — because you're not just dealing with new software. You're dealing with so much else at the same time. The software shouldn't be another thing weighing on you. We want to hold your hand throughout the entire process and beyond implementation.

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Emre: Thank you all so much. By the way, you can watch the MedQuest success story video on the Teamflect YouTube channel — it's some of the most fun I've ever had recording a customer story. I don't think I've laughed harder during any recording process. In terms of day-to-day practices around empowerment — whether using Teamflect features or not — how has bringing in recognitions, goal tracking, and engagement action planning

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Emre: reinforced your culture of empowerment?

Astrid: I can start by saying: we are promoting transparency. Having a system where everybody has access to see what we're doing and how we're doing it, and can have those one-on-one communications with their managers, is huge. We moved away from spreadsheets and Word documents where only certain people had access to certain things. Now everyone has access to the same information. The second is promoting communication — not just among team members, but among managers as well. We can see through the system what everyone is working on and have discussions about how to approach it, how to meet our expectations. We're promoting transparency, communication, and

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Astrid: constant feedback — because by talking to your managers and team members, you get the feedback you need to grow and support the company. And I'll add: just having a system that's user-friendly, one that doesn't scare people off, that's easy to understand — it increases morale. I don't have to worry about learning how the system works; I can just see it working and making our lives easier. That's awesome.

Natalie: And I'll just add: having everything in one place — recognitions, goal setting, reviews — in one system really reinforces engagement as something we do every day, year-round. Not

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Natalie: just once a year. Teamflect is helping us reinforce and support our culture of engagement and continuous feedback. And to Astrid's point about transparency — it really sets a framework for companies that are not yet using a sophisticated performance management system. It helps with clarity, and I will say fairness, too. When we talk about equity and fairness and growth,

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Natalie: Teamflect is a system that allows us to foster all of that more as a company.

Emre: Awesome. What I want to explore now is the two main sides of your empowerment operations — the day-to-day and the evaluations — because that's essentially what performance management is: the continuous side and the evaluations in between. What does empowerment look like day-to-day and during evaluations, especially with the new rating scales you're introducing?

Natalie: Day-to-day: when you talked about how we're using the recognitions module, for instance, we were able to earlier this year launch a values-based program we call MVPs — MedQuest Values Partners. There are now values badges in the recognitions

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Natalie: module. Day-to-day, whether it's managers recognizing their team members or peer-to-peer recognitions, they can use the module. We also added other badges like "Essential Element" and a "Big Thanks" badge. As our team members show up every day demonstrating our values or just being great, they can now be recognized. We didn't have a recognitions program before implementing Teamflect. And then, before implementing Teamflect,

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Natalie: we ran the first MedQuest engagement survey since 2016 — obviously really important for measuring engagement and understanding team member perspectives. And what we were able to do in Teamflect — while we didn't use the Teamflect survey module to administer the survey itself — we used the goals module to create action plan goals for managers based on their survey results, and tracked and reported on those in Teamflect.

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Natalie: We were able to track them and report on them — there's that level of transparency. Day-to-day it's been a game-changer. We're able to use the various modules to support our empowerment programs. There's more ownership, more partnership with leaders. I think our leaders feel very empowered now that they have the flexibility to use the various features available. From our people experience office, we don't necessarily prescribe exactly how people have to use Teamflect in terms of one-on-ones, tasks, and notes — it's all there. We encourage team members, managers, and people leaders to use Teamflect in all the ways it can be used throughout the year. And there's still a lot of growth opportunity at MedQuest

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Natalie: in how we can continue using Teamflect.

Emre: Certainly. And my favorite thing is that we're growing together — with your suggestions, we're evolving, and what we're building is hopefully helping your growth journey too. Natalie and Astrid, thank you so much for doing this. The last question I have for you: if you were talking to someone from another organization just starting their journey of building a performance empowerment process from scratch, what would your advice be?

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Astrid: From my point of view: don't be afraid of taking on new and exciting opportunities and projects — just jump in. Teamflect has been a great partner in giving us the security and reassurance that we can move and grow together. Don't be afraid of the new things that are to come. When we see opportunities, we share them and you give us feedback — we feel the support from the core of Teamflect. So for anyone thinking about changing their performance review process or systems,

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Astrid: don't be afraid. Teamflect has great things to offer and will be there to support you from beginning to end.

Natalie: I would agree. And I'll just add: start with philosophy. Maybe not so much with the forms and the process of how to get it done, but really start with your philosophy and work backwards from there to build a holistic process. And my second piece of advice would be: don't underestimate the change management that comes with reinventing your performance management —

00:39:10 - 00:40:26

Natalie: or performance empowerment process. One of the biggest learnings for us was around our new rating scale. We moved from numerical one-through-five — which we still have, because we need that for merit calculations — but we also moved to descriptive language. Now the middle rating on our scale, where most employees will land in an annual review, is "Successful Contributor." At MedQuest, that sounds much more empowering. But

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Natalie: there was a significant change management challenge in shifting how people think about performance ratings. Managers had been used to thinking that a three meant someone wasn't doing enough — but a three, or "Successful Contributor," is actually a good and expected place to be. That piece of change management was a key learning for us. But overall, as Astrid said, we've had a great experience with Teamflect over the past year and a half.

Emre: Awesome. Natalie and Astrid, thank you so much. And everyone — Natalie and Astrid will be sticking around till the very end, so save your questions. And I just want to say,

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Emre: Natalie — thank you for giving Teamflect its next piece of marketing content: "Say yes to the PMS." I love it. I am stealing it. Dennis, you can start working on the memes right away. Moving things along — I'm now passing the mic and the screen to Jay Sherris, who will give everything Natalie and Astrid talked about its concrete, practical side.

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Emre: Jay, show us how it's done. Show us how all the awesome, empowering things Natalie and Astrid talked about can be done with Teamflect.

Jay: Absolutely. Thank you, Emre. Hi everybody — I'm Jay Sherris and I'm going to demonstrate Teamflect for you right now. I'm sharing my screen. This is Miriam Graham — think of Miriam as the end user, but she's also a

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Jay: manager, and this account has every feature in the product turned on. But don't think of this as intimidating — as Natalie talked about with change management, Teamflect is designed to scale up. Start with as little or as much as you want, and there's a lot of configuration and customization you can do to keep it very simple for the end user. Here we are in Miriam's instance. Right off the bat, you're shown a lot of different tiles and actions that can take place, and it's

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Jay: very easy to navigate — as Bora mentioned, it operates in Microsoft Teams or in Outlook, which really speeds up platform adoption. As soon as I log in, I'm brought to actions that need to take place — whether I want to view my latest recognition or take action on a review, that's right there immediately. Because of the Outlook integration, your Outlook calendar is integrated here as well. If you want to incorporate your meetings with Teamflect,

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Jay: you can conduct one-on-one meetings here and even share a review or share feedback within those one-on-one meetings — something I'll show you later in the demo. You'll also see latest surveys. Natalie discussed rolling out engagement surveys, and the homepage is a great way to surface those. If

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Jay: Miriam needs to act on a survey, she'll see that action right here and can move on it quickly. She'll be notified not only here, but also in chat and in Outlook with an active card bringing her to that action. Scrolling down, we can see active objectives — that's goal tracking within Teamflect. We call them objectives, but they could be goals, KPIs, or OKRs. The terminology is fully flexible. If I want to update progress on a goal, I can do that right here. If

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Jay: the goal is connected to a data source — like an Excel file on SharePoint that multiple people are accessing — we can connect to that as well. Next up: tasks. I want to differentiate between objectives and tasks. Think of objectives, goals, KPIs, and OKRs as individual, department, or company-level goals. A task is more of a to-do — onboarding tasks, uploading a file, ordering a laptop, filing an expense report. You can easily set those here or update their status. A lot of our customers use this as an onboarding tool and it's very effective. And lastly,

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Jay: if any feedback has been requested of you or given to you, you can get that update right here. The reviews module is very flexible. Natalie talked about having mid-year check-ins and the ability to customize reviews based on how they run their processes — and that's exactly what you can do with Teamflect. If I go into an annual performance review, I can see reviews about me, but because Miriam is a manager, I can also look at the reviews of employees on her team and see the status of those reviews. She can send reminders to employees to complete their portion, or check the status on her own. This one is 100% complete, so I'll go ahead and glance through it quickly. It's going to give me a one-to-five rating of

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Jay: all my employees. If I click "See Team Insights," I'll get a lot of data and analytics behind that. And there is AI throughout the application, supporting you across different functions. If I don't want to comb through all this data and just want a quick summary

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Jay: with quick tips and hints on how things are going — I click "Generate Insights with AI" and it gives me highlights, areas of improvement, high performers to look out for,

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Jay: and then the data behind those reviews. It breaks down each employee with their competency rating and gives me a 9-box evaluation. From there, I can drill down and open someone's review. This is an annual performance review, and the reason I highlight this one is because it shows the level of customization available. It's really up to you how in-depth you want to go. I can look at Adele's response to a question versus Miriam's. I can even look at any goals tied to this review period. Scrolling down, I can see the status of those goals — because sometimes the review doesn't tell the entire story, and you want to look at the goals that were

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Jay: attributed to that period. If you're in the review with that person and you need to update those goals, you can do that right there. If there's any feedback given during that review period, it'll be visible here. And if I don't have time to review every feedback instance, I can click "Summarize with AI" and get a clean summary of all the feedback — whether internal or external — plus ratings,

00:49:38 - 00:50:45

Jay: and then the 9-box evaluation. One thing I want to highlight is the recognitions module. Recognition can be visible during the review as well, because again the review doesn't always tell the whole story — and incorporating recognitions here really helps with adoption and scaling up Teamflect. You can see company-wide recognition, which speaks directly to that transparency point both Astrid

00:50:14 - 00:51:19

Jay: and Natalie were making. There's even a leaderboard showing the entire organization and what type of recognition has been given throughout the company, driving the culture you're trying to push forward. You can also tie rewards to recognition — employees can redeem rewards based on points given — and you can fully customize the badges. When starting a new recognition, you choose the person you want to

00:50:46 - 00:51:58

Jay: recognize. If you have customized badges like the ones Natalie referenced, they'll be visible here. Add a note, and if that person prefers it to be private rather than public, you can select that option here. As we close out, I want to quickly cover the reports module, because it is a very strong feature. Our reports are powered by Power BI, and you can report off of any module in the product. The reports are standard but

00:51:23 - 00:52:34

Jay: highly configurable. When I click on a report, it pulls up a clean user display of all available reports, all of which can be exported to Excel or CSV. You'll notice filters on the right-hand side — I can drill down by department, employee groups, locations, or user attributes. And lastly — I think it was Astrid who mentioned support earlier —

00:52:03 - 00:53:26

Jay: you have dedicated access to a customer success manager, and you can book a meeting with them directly from within the app. I'll stop there, Emre, and turn it back over to you.

Emre: Awesome. Jay, thank you so much for the demo and for walking us through everything Teamflect can do. And now

00:52:49 - 00:53:59

Emre: we'll be answering any and every question you might have. The first question I see is from Michelle Martin: "Is Teamflect a complete Microsoft integration? Is the backend a Power App using Dataverse, Power BI, and Power Automate?" I can answer this, but we have far more technical people here. Jay, Bora — does anyone want to take this one?

00:53:24 - 00:54:34

Bora: I can jump in. It's a separate app running on its own, but it has connections with Power Apps through Power Automate, and a separate Power BI connection that you can use to either pull or push data. So the answer is somewhere in between — it's a standalone app with connections to all the Microsoft products you listed.

Emre: Exactly. And we are an official Microsoft partner, so the experience in the Microsoft

00:54:00 - 00:55:13

Emre: ecosystem is absolutely seamless. It fits right into your workspace — no extra API keys or complicated setup. It just slots in seamlessly. And if anyone has a question for Bora, Jay, Natalie, Astrid, or myself — even my hair care routine — just raise your hand and we'll unmute you, or ask in the chat.

00:54:37 - 00:55:54

Emre: Let's see if we have any questions coming in. Jay, you're such a great presenter that I think everyone understood everything perfectly. And the same goes for Natalie and Astrid — I think everyone can now plug and play your performance management process right away. With that said, I just want to thank everyone who came to this webinar and

00:55:23 - 00:56:33

Emre: stuck with us to the end. This has been an amazing time. Natalie, Astrid, Jay, Bora — thank you so much for taking time out of your day. If you have any questions about Teamflect or want to learn more, you can reach out at teamflect.com and all your questions will be answered. This recording will be uploaded to our website as well, so if you want to share it with anyone who missed it, you'll be able to do that. Thank you all so much for coming — we can't wait to see you on the next one.

00:55:59 - 00:56:43

Emre: Natalie, Astrid, Bora, Jay — and Dennis on the back end — thank you all so much.

Natalie: Thank you all.

Astrid: Have a lovely day.

Bora: Thank you.

Jay: Thank you.

Emre: Thanks.

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