PerformanceHub: Little Big Things Release

We’ve just released a new version of PerformanceHub with some of those “Little Big” changes we like to do. Small things, that make a big impact on usability.

 

Here’s a run-down of what’s new:

HR Partner improvements

  • We have changed the selector that allows you to pick what zone you are looking at. It’s now a nice neat dropdown.
  • We noticed that the selected zone was not “sticky” as you flicked between certain reports, so we fixed that.
  • We re-worded some of the dashboard actions for HR Partners so that the action relates to their specific zone(s)

 

Long term leave

We updated how PerformanceHub behaves when a user’s account has been disabled. Now, as well as that user not getting any notifications, their manager will also not receive any notifications or actions that relate to that user. Disabled user accounts are also removed from various HR dashboard actions.

The manager will also see a new icon in the sidebar next to the user to show that their account has been disabled.

More legible date format

We have changed the way dates are displayed on objectives from the international date format to a more “human friendly” format. We also changed it when users look at important review period dates.

One to One meetings

We have improved the wording on 121 meeting prompts and made it clear that placeholder meetings can be used to publish an agenda or working notes for future meetings.

Objectives

We saw that some people were putting objectives into “In Review” when they were doing their interim reviews, even though they hadn’t finished work on them. To help avoid this, we have changed the button from “Ready for Review” to “Ready for Final Review” and improved the tool-tips (instructions you get when you hover over a button)

We have also improved the tool tips and confirmation dialog when users Propose objectives.

Appraisal balancing

We have “upgraded” a manager’s dashboard action to set a Provisional rating from “Blue” to “Amber” between the End of Period date and the End of Period date. This should encourage ratings to come in sooner and help speed up any balancing, calibration or levelling processes you have as manager will now be reminded to add the ratings each week until they are done.

Formatting of rating descriptions on appraisal fields

You can now add bullet points in rating descriptions like you can in other field descriptions.

“Quirks Mode”

We have found that a small minority of users have their Internet Explorer set to “Quirks Mode” (it emulates the browser running as IE7 or earlier so PerformanceHub won’t work properly). We now catch that and tell the user what they can do about it.

Improved shared PC support

Where users are sharing PCs, in some circumstances, when the 1st user leaves themselves logged in to PerformanceHub and a 2nd user clicks on a link in their email notification, they are taken to the 1st user’s account rather than their own. We now catch this, automatically log the 1st user out and ask the 2nd user to log in as themselves.

 

As ever, feedback is a powerful motivator, so let’s have yours.

PerformanceHub Release

In this release:

  • Way better interim reports
  • A new employee engagement report
  • Various bug and usability fixes

You can’t have too much of a good thing right…? ..thought so.

Sooooo, we have added even more sunburst reports! We had some great feedback on the Objectives Sunburst, so we thought “why not?”.

 

Interim review progress sunburst chart

The Interim dashboard report (click on Interims in the Dashboard’s sidebar if you have one) now gives you a better overview of progress on interims. You can even click a button to see things in percentage terms. But, if you look on the far right, you’ll see the, by now familiar, sunburst chart icon. Click that and you’ll get a breakdown of progress on interim reviews in a chart.

 

Employee engagement report

We’ve introduced a brand new report. On your Dashboard, you’ll see a new entry in the sidebar “Engagement”. Click on that and you will see a, yes, you guessed it, a sunburst chart showing you when people last logged into PerformanceHub. It’s the start of a few ideas we have on Employee Engagement reports.

Check your report out here (you’ll need to be logged in). Don’t be too upset if you see a lot of yellow, depending on where you are in your review period, you may not be expecting people to have logged in for a while.

 

Various stability and usability updates

  • We’ve got rid of that jitter on Chrome!! Hoorah!
  • Feedback tool-tip now takes into account anonymity settings
  • Managers who were “matrix managers only” were incorrectly being given the opportunity to change matrix managers for their team members (when they didn’t have any)
  • Titles have been added to more reports

As ever, feedback is a powerful motivator, so let’s have yours.

Latest PerformanceHub Release

In this release:

  • Objectives sunburst chart
  • Role descriptions in user profiles
  • New option to enable/disable anonymous feedback
  • Target completion dates now show in the overview view
  • Clearer average objectives rating chart title
  • Various stability and performance updates
  • Various bug and usability fixes

 

We are currently preparing a big new feature for probation period reviews, it’s quite a complicated feature to develop and we want to maximise your input to its design. If you aren’t already involved in reviewing the new feature, but want to be, drop me a mail and I can send you our latest thoughts.

Iterating on the design is going to take a couple more weeks, so in the mean time, we thought we’d sneak in a couple of quick PerformanceHub updates for you. This is the first one, we hope you like it. Here are the details:

 

Employee Objectives Visualisation

The appraisals sunburst chart has proved to be a very popular tool, so we have now introduced a similar chart for objectives.
You can use the new Objectives Sunburst chart to see whether people have agreed the minimum number of objectives, at a glance, across the whole organisation. The chart will give you % coverage statistics and allow you to zoom in on areas of interest.
You can get to the new chart from your main dashboard or when looking at the Objectives dashboard. If you are logged into PerformanceHub, you can click here to see yours (note, the feature isn’t supported on IE8).

 

Role descriptions in user profiles

If you have Competency based reviews enabled, and you have defined some Roles, employees can now see their Role Description in their profile. To get to a profile, you just click on your name on the top right and select Profile.

 

New option to enable/disable anonymous feedback

If you have unprompted feedback enabled, then you can now control whether people are allowed to give anonymous feedback or not. We used to always allow it, but now the default is not to allow it. If you want to continue to allow people to give anonymous feedback, you will need to turn the feature on in the Configuration – Setup tab.

 

Target completion dates now show in the overview view

When people complete a target, we capture the completion date, but to be able to see it, you had to open the target. The completion date now shows in the list view.

 

Clearer average objectives rating chart title

We have clarified the title of the new chart we introduced on appraisals for the average objective rating. We have simply added the word “objectives” so that people know that the chart only relates to objectives.

 

Various stability and performance updates

  • In some circumstances, when HR looked at an appraisal with a lot of text in, the scroll-bar wasn’t behaving itself.
  • The Excel report, org chart and objective cascade could have ‘funny characters’ in it. This was caused by accented and non-English text, but we now deal with it properly.
  • You could blank out the title of a target, which would cause an error on the page.
  • You could blank out the title of a company goal, which made it look odd.
  • Some browsers would ‘jiggle’ the layout as the page loaded. We have reduced the jiggle in this release and will complete the job in the next release.

 

See all PerformanceHub Features.

As ever, feedback is a powerful motivator, so let’s have yours.

 

– Rob.

New feature: Bonus objectives and Objective weights

In this release:

  • Overall objectives performance summary chart
  • Objective weights
  • Bonus objectives support
  • Various stability and performance updates

We recently updated PerformanceHub with three new features to help get the most out of objectives.

 

1) Overall objectives performance summary chart
A new chart has been introduced in appraisals to give employees a summary of performance against all objectives.

It takes the average rating for all objectives and draws both the manager’s and direct report’s results in the chart, like this:

Average objective performance

The chart is particularly useful when doing an appraisal because it gives you a quick overview of performance against objectives without having to open each objective up.

 

2) Weighted Objectives
When enabled (in HR Admins Configuration screens) all objectives get a weighting. Objective weights can be used to show the relative importance of each objective, and when applied, objectives are listed in weight order, with the highest weighting at the top. Weights are set by the line manager by simply clicking on the icon.

The new weight icon shows, even when objectives are in the list view:

Objective Weights

 

In addition, if set, an objective’s weight is used when calculating the average rating in the new chart mentioned above. The greater the objective’s weight, the more influence performance on that objective has in the chart.

 

3) Bonus Objectives
PerformanceHub now supports bonus objectives. You can enable the feature in the HR Admin Configuration screens. There are a number of configuration sub-options to tell PerformanceHub whether everyone is entitled to a bonus or just some employees. And whether all objectives are bonus objectives or just some. If not all employees are eligible for a bonus, then HR can mark the individuals who are via their profile in the Users tab.

A new icon is used to indicate weather an objective will form part of the bonus payment:

Bonus Objectives

The faded ‘present’ tells the user that the objective does not form part of the bonus calculation and the solid present means that the objective will be included in the calculation.

The line manager decides which objectives are bonused. All they need to do is click on the icon and confirm the change.

HR can generate a new report for bonuses, which provides you with the overall bonus calculations for all eligible employees.

The bonus calculation takes into account an individual’s performance against each bonused objective and a new parameter in the objective rating scheme which tells PerformanceHub how much bonus should be paid for each performance level. For example, you can configure the system such that ‘Good’ performance gives 100% of bonus, better performance gives more than 100% and anything under good gives 0%, but it’s up to you, it’s entirely flexible.

If objectives are weighted, the weighting is also taken into consideration in the bonus calculation.

If you are interested in setting up bonus objectives, then please get in touch and we can help you set it all up.

 

Final Notes
We squished a few bugs, and made some changes to speed up certain pages and reports.

New Release

Today we updated PerformanceHub with various bug fixes and usability enhancements.

  • Sort Roles and Competencies alphabetically, whenever they’re listed
  • IE8&9: the “spinner” text didn’t show properly in some circumstances
  • Don’t allow escape characters (esp ^K) to be written to text fields in the database.
  • Add “6 weeks” as an option for frequency of 121 meetings.
  • On last day, DR appraisal nag should go Amber if they haven’t provided comments & rating, or shared.
  • The term Grandchildren was still used on the profile page
  • Firefox 37: when looking at PDP section in an appraisal, if a target came from an earlier period, the graphic shown needs moving slightly left.
  • The comments boxes for fields in appraisals have the same bug about leading newline.
  • Layout updates
  • Email address validation on the login page

New release

Today we updated PerformanceHub with a fancy new super-secure password encryption technology.

We know that it’s the 1st of April, but this is no joke!

New release

Today we updated PerformanceHub, squishing a few bugs and enhancing user experience.

  • Direct reports not listed in consistent order in the appraisals and objectives dashboard.
  • Change “Interim complete” to “Complete” as a more generic action
  • The sunburst link now appears on the appraisals status report page if the user has HR admin rights
  • The status report should have title “Status report” rather than “objectives dashboard”
  • Theme bug: When looking at company goals, if there are company objectives connected to the goal, then they get the default background rather than the theme’s one

New release

Today we updated PerformanceHub with some usability tweaks.

  • CEO title incorrectly formatted in PDP tab
  • IE9 (probably 8) when you search in the filter boxes on appraisals manager , if the table shrinks, then the placeholder text is left floating.
  • No future periods HR Action – made more informative as to what action is needed
  • Special Help Link for more organisations
  • Interims dashboard: handle situation where there are no people in a selected zone (like we do for appraisals & objectives dashboard).
  • Organisation “Type” display errors fixed
  • If the grandfather is the CEO, they don’t show in the appraisal table for HR, so it looks like they have no Grandfather.
  • Opaque cover on objective review state slider not properly in IE8
  • Company goals not showing on the cascade pop-up, if more than one goal is being contributed to just an empty list shows.
  • Cascade and org-chart boxes enlarged slightly
  • Organisation help pages updated

 

New Feature: HR Partners

In this release:

  • HR Partners
  • Improved dashboards
  • Improved manager’s status reports
  • ‘Retired’ Grandfathers

 

Today we updated PerformanceHub with a brand new feature and several improvements to existing features.

Here’s a high-level overview of the changes. If you want to find out more, then please get in touch and we can walk you through them.

 

New Feature: HR Partners

With this new feature, you can break your organisation up into zones and then assign HR responsibility to one or more HR Partners for that zone. HR Partners are a new user type in PerformanceHub.
There are a number of reasons why you may want to do this, for example:

  • You have dedicated HR Business Partners for departments, locations or countries and you want those people to manage the process for the area they are responsible for.
  • You don’t want to give more junior HR employees access to the appraisals of more senior members of the organisation.

Before this release, if you wanted an HR Partner to manage a subset of your business, you could only give them full HR Admin rights. HR Admin rights gave them access to everyone’s appraisal in PerformanceHub, as well as access to all configuration areas.

The new HR Partner user type does not have access to PerformanceHub’s configuration areas and only has access to employee data for employees in their assigned zone(s). In addition to this, you also choose whether HR Partners can edit users in their zone (add/remove employees, change the org structure, that sort of thing).

An HR Partner will have access to reports, dashboards and dashboard notifications, but only for the users in their zone.

If you would like help setting up HR Partners for your organisation, then please get in touch.

 

 

Enhanced Feature: Objectives, Interims and Appraisal Dashboards

We made these dashboards a lot simpler to read. We have also made it a lot easier to get an overview of progress in the organisation. We also squished a couple of bugs whist we were at it.

Enhanced Feature: Objectives, Interims and Appraisal Status Reports

Managers have access to these status reports for their team down. We have incorporated the changes we made to the dashboards into these status reports, again, making them easier to interpret.

Naming Change: Grandfathering

We had several comments about the terms Grandfather and Grandfathering, so based on your feedback, we have changed these to a more generic term of Second Line Manager. Please do let us know if there is any other terminology that people find jarring.

General Bug Squishing

We’ve address a number of small issues in this release.

New Feature: One-to-One Meetings Support

We recently released a new version of PerformanceHub which includes support for One-to-one meetings. You can enable this feature at any time. One-to-one meetings are widely acknowledged as a critical mechanism for ensuring effective communication up and down the organisation, and for building employee engagement.

 

In this post we give an overview of this new feature.

 

When you enable this feature, you get to specify the default meeting interval:

Meeting schedule

Managers can choose to change the meeting frequency on a per-direct-report basis.

 

After having a one-to-one meeting, the manager and/or the direct report can record meeting notes:

Meeting Notes

Both parties don’t have to record notes. For example a manager may ask her direct reports to write up their meetings, and only add her own notes where she wants to add something to the record.

 

After confirming a meeting, you’ll automatically get an entry for your next meeting, with a tentative date (based on the meeting frequency):

More meeting notes

You can record notes in this placeholder, for example as part of your preparation, or to build up a list of topics during the time between meetings.

 

The meeting record for a past meeting is locked 7 days after you confirm the meeting. These meeting notes form part of the historical record for employees, so it’s important that neither party can go back and change the record long after the event. A meeting record is locked even if neither party has recorded any notes.

HR have an interface for browsing all employees, and seeing the meeting configuration at a glance:

Meeting reports

From this HR can see where meetings are overdue, and where managers have changed the meeting interval from the default they set. Clicking on the View button against an employee brings up a meeting viewer, which lets HR page through the meeting records:

HR meetings view

 

PerformanceHub is always evolving, and most of that is driven by customer needs and feedback. Please let us know what you think of this feature, and share any ideas for improving it.