Strategic HR Technology Investment: A Comprehensive Checklist for Global HR Teams
Moving from traditional paper-based performance reviews to a performance management software can feel like a stressful experience, mainly because you are moving away from something that you know about to something that is new to you.
Why is it important to digitize performance reviews in this competitive business age? We often come across interesting articles which convey how important effective performance monitoring is and how it can help you increase your organizational productivity.
But larger organizations more often focus on their deadlines and on getting the work done. They tend to forget that it is also important for employees to know how they are contributing to the organizational success. Employees who understand how their performance has improved over a period of time can contribute a lot more to organizational productivity than their counterparts.
When looking for a performance management software, there are many things HR managers need to consider, such as ease of set-up, strong data security, good customer support, powerful performance management etc. In addition to those features it is also important to find software that can adapt to your needs and grow with you.
If you are looking for software with all these features and then some more, Engagedly is just the software for you.
Setting up an Engagedly account is a piece of cake. All you need is a system and an internet connection. Since Engagedly is a cloud-based service provider, there is no special installation that needs to be carried out and neither do you have to wait for someone to come and install the application for you. An Engagedly account is functional as soon as it’s created and users can begin exploring the application right away.
Carrying out performance reviews through Engagedly is the easiest thing ever. All a manager needs to do is set up a review cycle and Engagedly takes care of the rest. There’s no need for HR managers to chase after employees or managers to complete reviews or stress about review templates or worry about adding feedback or past reviews to the review process. Various module within Engagedly integrate with each other seamlessly in order to ensure a holistic review process.
Feedback and goals are two important components of a review process. The Feedback and Goals features are a great way for managers and employees to not only share and track feedback over a period of time but also keep track of an employee’s work and development over a period of time. These features are not restricted to employees or managers alone. Rather, by making these features available to both of them, Engagedly makes it easier for everyone to communicate, be it about performance, self-development, improvements, achievements etc.
Engagedly takes data security very seriously. Our security policy is in compliance with not only the GDPR regulation recently passed by the EU but also United States security laws. In addition to having a data management policy in place in case of a data breach, we also frequently perform security checks to ensure that our data protection methods are up to date.
Additionally, 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 end of 2019.
Engagedly’s newest Performance Management update can be considered a powerful successor to the Legacy Performance 1.0 module. Here are a few 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 powerful features of Engagedly’s performance management.
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.
Engagedly is a holistic, people-focused and flexible performance appraisal software best for companies with 50 to 5,000 employees. Based on best practices, our simple approach to performance management is proven to improve employee engagement.
