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.


Personal Development Plans

Last week we launched Personal Development Plans, a great new feature you can enable in PerformanceHub at any time. Here’s a little more information. 

When enabled, PerformanceHub can help employees define and track progress on their personal development and HR can run a variety of reports to help understand the training and development needs of the company.

A development plan is made by creating Development Targets. A new PDP tab in the main menu bar lists all your/your team’s development targets, so you can see an individual’s complete development plan from one place. You can also see previously completed targets, so you can track achievements over time.

As well as the new tab, a new Personal Development Plan section is added to an appraisal, helping employees and their managers in 3 ways:

    • Provides an opportunity to create new development targets that may have been identified during the appraisal meeting
    • Shows outstanding development targets, giving an opportunity to mark them as complete during the appraisal
    • Provides a ‘snapshot’ record to show when a development need was first identified and when it was met

Either a manager or direct report can create a new development target, but if it is created by the direct report, their manager must agree it.

When a new target is created, a pop-up will take you through 4 steps to help define the target:

Step 1: What
Give the target a title and optional description.

Step 2: When
Optionally provide a due date for the target, useful when a new skill is required for an upcoming project for example.

Step 3: How
Describe how the target will be achieved and what support is required from the company. HR Admin can define a set of “General Approaches”, e.g. Training Course, Coaching, On The Job Training.. This can help categorise targets in reports.

Step 4: Why
Provide a reason for the target. Again, HR Admin can define a set of pre-defined reasons to help with report categorisation or to ensure that employees link their development targets back to company values or behaviours.


To find out more or arrange a demo, please get in touch.