Strategic HR Technology Investment: A Comprehensive Checklist for Global HR Teams
Engagedly has been working on an updated version of the performance module for the past few months. This revamp of the module had always been a part of the plan and was something that began coalescing into a solid idea by mid-2017.
Engagedly is happy to announce that the Performance 2.0 module is now live!
The Performance 2.0 can be considered an updated and powerful successor to the Legacy Performance 1.0 module. With 2.0, there are a couple of things that we wanted to accomplish.
In addition to refining the module, we also added some new features. Here’s a quick rundown of some of the features we have introduced.
Sometimes, it is important for a skip-level manager to oversee the review given by a manager to their direct reports. Now, you can allow skip-level managers to oversee the review given by a manager (Who reports to the skip-level manager) to their direct reports. Skip-level managers get to approve the reporting manager’s review or unlock it so that the managers can change their review or they can edit it themselves (Only ratings and comments).
The main idea behind this feature is to make sure that the review given by a reporting manager is unbiased and fair.
You can now delegate the review process to another person in the Performance module. We understand that sometimes, employees shift between multiple teams. And in those cases, there’s another manager out there who is more suited to reviewing their performance for the duration of the review period.
It is now possible to suggest training recommendations for users during the review process. Training recommendations are simply suggestions or learning/ development opportunities that the reviewing manager of HR manager think the reviewee could benefit from.
One of the features we are most proud of in the Performance 2.0 module is the third-level templates. We wanted to give users complete freedom when it comes to adding competencies to a performance template. Now, sub-competencies in a performance review template act as competencies themselves and rating is allowed for each of these sub-competencies.
The idea behind third-level review templates is to gain a better understanding of employee performance for each sub-competency.
With the addition of this feature, users will now be able to sign-off on a review and prevent any further changes from being made to the review.
This feature was introduced to solicit feedback about the review process from users. Through the feedback questionnaire, users can share their thoughts about the review process or even any comments or criticism they might have.
In the near future, we would like to introduce in-depth reports and analyses to the Performance 2.0 module. So keep an eye out for that!
Do you want to know more about how Performance 2.0 can change performance management in your organization? Then request a live demo!
