Find tons of enriching performance management resources in this blog category. It is a real-time people strategy platform that helps all aspects of business insights!
Setting clear goals is very important to achieve success. OKR is one of the most popular goal-setting approaches. Since very few organizations have adopted and implemented OKRs effectively, there’s still an air of uncertainty about how they contribute to overall organizational productivity.
Here are a few common myths about OKRs uncovered.
Measuring performance is one of the many important aspects of every business. It is a continuous process that involves collecting and analyzing information regarding performance of individual employees or a specific department.
OKRs stand for ‘Objectives And Key Results’. OKRs are a popular approach to goal-setting, which allows employees to execute individual and organizational goals.
Continue reading “What Are Objectives And Key Results (OKR)?”
Objectives and key results (OKR) is a popular goal management framework that evolved over time. It is used to set goals, oversee them and track employee progress.
Continue reading “The Evolution Of OKRs – Objectives And Key Results”
Many organizations are now understanding the importance of shifting from traditional performance reviews to more continuous and flexible performance management processes.
Continue reading “Organizations That Redefined Their Performance Management Systems”
As a manager, it is hard to give a negative performance, particularly when your organizational work culture is positive and you still have to give the review because it is important for the team and the company’s growth.
So here’s a list of simple do’s and don’ts of giving negative performance reviews that can make your life easier.
Continue reading “Do’s And Don’ts Of Giving Negative Performance Reviews – [Infographic]”
The first step to achieving success is setting effective goals; the next is creating a plan to achieve these goals. How do you create effective workplace goals that drive you to accomplish them? Continue reading “7 Steps To Setting Workplace Goals And Making Them Happen! [Infographic]”
Employee performance review is one of the most popular practices for evaluating employee performance. We have written various articles on our blog that talk about the importance of employee performance reviews and can help you get familiar with the process.
With performance reviews, everything seems to be advantageous to the organization; but there is a less commonly discussed aspect of performance reviews that tells a different story. What if your performance review is destroying your team?
Continue reading “4 Ways Your Performance Review Is Destroying Teamwork!”
Employee performance evaluation is one of the most important aspects of the workplace. Many organizations have discarded their traditional paper-based performance reviews for a digital solution; employee performance review software and they are right in doing so!
A performance review software can help you keep track of employee performance more accurately. You can clearly communicate your performance expectations with your employees and stay connected with everyone.
There’s a wide range of performance review software available online for you to choose from. Depending on your organization’s requirements, you can select the software that best suits you. But don’t forget to go through this list of must-haves for performance review software before you choose one!
Performance review templates make the performance evaluation process more organized and help you follow a specific standard for evaluating each team. There is performance review software that has sample review templates for different departments in an organization. The problem here is that these sample templates are not usually customizable.
Having a customizable review template allows you to change the contents of the review template based on changing work practices and industry trends. So, customizable review templates in performance review software are a must-have!
In every article so far, we have mentioned that software should be easy to use and understand; we stand by that maxim in this article too. The performance review process should be easy to understand and implement in an organization.
There are many performance review software out there, which have many features but are very confusing. Software should follow a process to execute a specific action. A performance review software should have a concrete procedure to carry out performance evaluation, without affecting other activities in an organization. It should be simple and understandable and shouldn’t take employees hours just to get familiar with the software. So a simple user interface and a clear procedure are must-haves!
Performance evaluation is not a ‘one-time in a year’ activity. It is important to continue it at regular intervals throughout the year. Choose a performance review software that supports performance evaluation anytime throughout the year.
This helps you keep track of employee performance efficiently and perceive their personal development.
When you evaluate the performance of an employee, it is important to list out the performance review competencies.
Example:
Competency: Analytical Thinking
Representative Behaviors:
In some software, there are competencies that are already listed for you to choose from and some software allow you to create performance review competencies yourself. Having an option to choose/ create competencies gives you an opportunity to add more to a performance review.
When evaluating the performance of an employee, you need all the details of their performance over a particular period of time to keep the review accurate. Not many software give this option but associating individual/organizational goals and objectives with their performance review can help improve the quality of the review.
Choose a performance review software that allows you to associate employee goals and their progress with the review for reference.
Sometimes it is very important to assess yourself accurately. Self-evaluation gives you a chance to improve yourself and contribute to organizational productivity. You cannot do it without having a proper system to measure your performance.
A performance review software must allow you to assess yourself accurately by allowing you to create your individual goals, check in to them, and use these as references to measure your own performance.
If you want to know how Engagedly can help you with performance reviews, request for a demo!
Writing employee goals for the first time? Here is a checklist you need to follow in order to ensure that you are creating good and SMART goals for your employees.
Continue reading “Setting Team Goals? Then This Is The Checklist You Need Now!”
“Well, Aaron! there’s nothing much for me to do here. I don’t see any issues in your performance, I think we are good.” – Do you believe that this phrase is an example of a good performance evaluation?
No matter, whether your organization is a start-up with a small number of employees or an established multi-national company with multiple departments and lot of employees, the above phrase doesn’t work for either of them.
Continue reading “Are You Making These Annual Performance Evaluation Mistakes?”
Many organizations have their annual performance review right around the corner. If you are going to think of the annual review as a ferocious beast or an unscalable mountain, then acing your review is going to be hard.
Continue reading “How To Ace Your Annual Performance Review”
When we think of employee goals, we think of how much guidance and direction they offer to employees. But rarely do we think of how setting goals for employees can impact an organization. In fact, we sometimes forget that goal-setting even benefits organizations in the grand scheme of things.
Continue reading “How Can Setting Employee Goals Help Your Organization?”
Goals are a great tool to map out a path for the immediate future. They can help employees decide what they would like to focus on and what they would like to achieve. But goals don’t help employees alone. For managers too, goals are a great tool to track an employee’s progress and even measure performance.
Why do employee engagement initiatives fail in so many organizations? Some of these initiatives start out great and then fizzle out. Others might not even take off. Ouch.
Continue reading “Employee Engagement: What To Do When Your Engagement Initiative Fails?”
We at Engagedly have always been vocal about recognition being an important part of the workplace. Want to engage employees? Reward and recognize them! Want to motivate employees to work better? Recognize them! The right kind of recognition can work wonders.
We even have a feature in the Engagedly app that deals solely with recognition. It’s called ‘Praise’ and it helps peers and managers recognize employee publicly, with everyone else in the organization.
We wholeheartedly believe in power of power of recognition. That is why we are happy to announce that we’ve been featured in the article Social Employee Recognition Can Save The Performance Review by Software Advice.
“Companies are getting extremely tired of boring, unproductive performance reviews. A platform like Engagedly can make them great again,” said Brian Westfall of Software Advice, a company that researches and hosts reviews of human resources software. “The ability to praise others in real-time not only engages and rewards employees for participating, but it also provides valuable, up-to-date information for managers to do a more ongoing, comprehensive performance appraisal.”
If you’ve been a long-time reader of the blog, then you know that we have covered a wide-range of issues with respect to performance reviews such as how they are cumbersome and annoying, are being done away with in favour of newer practices, and how the process in general can do with a major facelift. We have also extensively covered employee recognition, but usually in relation to engagement.
The article however brings up an interesting proposition; social recognition to go along with performance reviews. Social recognition is uniquely positioned in that while it is more informal and prompt than annual reviews, it is also more comprehensive than 360 degree feedback!
“According to Gartner’s Predicts 2016 for HCM Applications (available for Gartner clients): “By 2018, 25 percent of large organizations will incorporate social employee recognition and rewards into their performance management processes.”
The article goes on to further elaborate upon social employee recognition. To paraphrase: Performance reviews suffer from a lack of information. When you only rely upon a manager’s memory, the review becomes a one-sided, one-dimensional affair. And this is not something you can blame a manager for. For reviews to work a 100% all managers would be required to possess phenomenal memories, which is a really improbably qualification.
Picture Credit: Software Advice
“Early adopters of social employee recognition software report “measurable impacts on employee engagement, as well as correlations with improved business performance,” according to Gartner’s Predicts 2016 for HCM Applications.”
Social recognition can be a great addition to your organization. But as the article mentions, there are 3 things you need to keep in mind when it comes to implementing social recognition:
Engagedly is a performance management software with elements of employee engagement. To see how the application works and how it can help your organization, request a demo today!
Traditional paper-based performance reviews should have been tossed to the wayside a long time ago. Yet, despite the fact that they are out-dated and cumbersome, some organizations seem to cling on to them with a tenacity that can only be marveled at.
Continue reading “Why You Should Shift From Paper-based to Software Performance Reviews”
To quote a tried and test proverb, old is gold. But not when it comes to HR practices. HR practices need to reflect the world and times we live in, and our current work environment as well.
Continue reading “6 Ways Performance Review Software Can Help You Revamp Performance Management”
Productive employees are vital to every organization. Productivity depends on how well employees understand their goals & objectives and act on them. But how do you measure employee performance?
Most employers want to know the secret behind measuring employee performance effectively. Here are a few simple tips that can help you do it right.
Continue reading “4 Tips To Track And Measure Employee Performance”
This seems to be year of doing away with performance reviews. In addition to Microsoft, GE and Adobe (among others), Goldman Sachs has also joined the band wagon and done away with the ratings aspect of the performance review. Continue reading “Goldman Sachs Revamps Performance Review Process”
If you’ve been keeping your ear to the ground with respect to HR Tech news, you’ll know that there’s a slow revolution taking place.
Continue reading “How Can Employee Performance Appraisal Software Improve the Review Process?”
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