EvalFlow AI Assistant (Evalbot)

What is Evalbot?

Evalbot is the intelligent AI assistant embedded throughout Evalflow — your 24/7 co-pilot for managing performance, engagement, and team growth. Built with advanced OpenAI models, Evalbot goes far beyond chat. It’s a predictive, context-aware assistant that actively supports HR leaders, managers, and employees across every workflow.

Why Evalbot is Ahead of Its Time

• Context Awareness: Evalbot understands where you are in the app and what role you're playing — feedback, OKRs, recognition, tasks, evaluations, or strategy.

• Data-Driven: It analyzes real-time employee data from across Evalflow — feedback, OKRs, impact scores, and more — to give accurate, contextual answers.

• Predictive Intelligence: Evalbot doesn't just respond. It anticipates. It warns you about at-risk goals, low engagement, or coaching gaps.

• Natural Language Understanding: Type like a human — Evalbot understands your intent and returns structured insights instantly.

• Secure & Scoped: It honors permissions and role access — no unauthorized data leaks, ever.

Where to Find Evalbot

• Feedback forms

• OKR creation and updates

• Recognition suggestions

• Evaluation writing

• Dashboard insights

• In the chat bubble on every page

What You Can Ask or Use Evalbot For

Feedback Creation

• Write or refine constructive feedback in seconds

• Detect tone and flag potential bias

• Suggest professional wording with optional anonymity

Try: "Give feedback to Sophie about her leadership in the product demo."

OKR Generation

• Draft SMART goals and key results from simple prompts

• Recommend stretch goals based on team role

• Flag unrealistic or vague objectives

Try: "Create OKRs for a new sales manager in North America."

Recognitions

• Suggest recognitions for team members based on recent performance

• Auto-tag impact fields and categories (e.g. Collaboration, Innovation)

Try: "Write a quick recognition for Maya’s support during onboarding week."

Evaluations

• Draft performance evaluations from raw notes, OKRs, and feedback

• Maintain professional tone, clarity, and developmental focus

• Compare performance trends over time

Try: "Draft an evaluation summary for Alex for Q2 based on his last 3 OKRs and recognitions."

Performance Trends & Analytics

• Get summaries of team or individual performance

• Analyze strengths, gaps, or risk areas

• Detect patterns from tone, sentiment, and frequency of feedback

Try: "Summarize team performance for my Customer Support group this quarter."

Predictive Insights

• Identify employees trending downward before reviews

• Highlight risk areas across objectives or engagement

• Support succession planning through impact score trends

Try: "Which team members show the most improvement in Innovation this month?"

Best Practices for Using Evalbot

• Be conversational — Evalbot is trained to understand natural phrasing

• Use impact fields and categories to refine your results

• Combine your insights with human judgment for optimal decisions

• Leverage Evalbot early — don’t wait for review season

What Evalbot Doesn't Do

• It won't override manager discretion

• It doesn’t make final decisions — it informs them

• It can’t access data beyond your role or permissions

A True HR Copilot

Evalbot isn't just a chatbot. It's the brain of Evalflow — designed to simplify your work, uncover performance signals early, and make HR data instantly useful.

From daily tasks to high-level analysis, Evalbot is there to help you act faster, lead smarter, and grow stronger teams.

What is Evalbot?

Evalbot is Evalflow’s built-in AI assistant available across the platform. It helps with:

• Answering HR-related questions.

• Generating feedback, OKRs, and evaluations.

• Predicting trends and identifying risks.

• Summarizing employee performance with real-time analysis.

Where to Find Evalbot

• Inside the feedback, OKR, evaluation, and dashboard screens.

• In the bottom-right chat bubble of the platform.

What You Can Ask Evalbot

• "How is my team's performance trending this quarter?"

• "Suggest OKRs for a new marketing coordinator."

• "Write feedback for Olivia’s project leadership."

• "Draft a full performance review for Ben using his last 60 days of feedback and OKRs."