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.

 

Flexible Rating Schemes

– New PerformanceHub feature

 

A couple of week ago, we released a new feature – Flexible Rating Schemes. We announced it with little fanfare as it was part of a larger release, so here’s a little more detail.

Before the update, all rateable items in PerformanceHub used the same rating scheme – things like Objectives, Feedback, Appraisal Fields and Overall Performance.

Although perfectly fine in most situations, it could be a little restrictive. With this new release, you can now define a different rating scheme for any rateable item.

You can even define a 2-axis rating scheme for overall performance. You may want to use this to rate Performance vs Potential or Delivery vs Behaviour or to create a “9-box grid” approach to performance measurement. The rich data-set this approach provides can be a great addition to your Talent Management process, particularly if you use Competency Based reviews.

Here are some other examples of what you can do:

    • Have a different rating scheme for Objectives vs Appraisals. One of the things many employees feedback on is that performance measures are often written with ‘overall performance’ in mind and they can’t easily be applied to individual objectives. Well, now you can.
    • How about rating feedback? Do you really want to use the same scheme you do for overall performance for informal feedback? Probably not. Well now you can define a new scheme, a 5 star one for instance.
    • Rateable appraisal fields. Many of our customers add rateable sections into appraisals. For instance, to cover performance reviews against company values. When doing this, you may want to define a rating scheme that matches performance against each company value and now you can.

Given the flexibility of the new feature, there are many ways you may want to use it.

 

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

 

 

New release: Objective types and more

 

Today we released the latest version of PerformanceHub. In it, we have added support for employee objective types, introduced new features into HR’s dashboard and have improved the way review periods are selected.

 

Here are the details.

Development Objectives and Functional Objectives

Users can mark objectives as either Functional Objectives or Development Objectives, and HR can track progress against each objective type separately in the KPI charts and weekly Excel report.

This allows HR to track progress against personal development activities vs functional deliveries, and ensure your managers are taking development of staff seriously.

 

Other updates in this release

 

A more intelligent review period selector

PerformanceHub will select the most appropriate review period more often. Before this change, if you didn’t explicitly select a review period, PerformanceHub would select the current review period. Early on in a period, people are still wrapping up the previous period rather than starting to set objectives in the new one. PerformanceHub will now select the previous period until the appraisal deadline date has passed.

 

3 new HR and CEO dashboard entries

These new entries help:

  • Keep track of the appraisal completion process and provides a reminder button for you to send email to managers lagging behind the process
  • Keep track of the interims and provides a reminder button for lagging managers.
  • Keep track of the appraisal balancing process, provides onscreen completion rates and provides a reminder button

 

We squished a couple of bugs too

  • Managers were being alerted to unlinked draft objectives their direct reports had created.
  • The CEO couldn’t reconsider a completed company objective.

New Feature: Performance Feedback

PerformanceHub

Today, we released our latest feature – Performance Feedback

 

Performance Feedback

 

PerformanceHub now allows employees to give performance feedback to other people in your organisation. It allows managers and their direct reports to ensure performance reviews include opinions and ratings from all relevant people across the business, and also enables employees to give ad-hoc feedback on anyone at any time (for instance, to acknowledge a job well done).

Performance Feedback is a configurable feature you can turn on whenever you like, and there are two independent configuration options:

  • Requested feedback: If enabled, employees will be able to explicitly request feedback for use in their appraisal, as can their manager. When asking for feedback, an employee (or their manager) can create one or more questions which can then be asked of one or more people. In this way, employees can use the feature to make simple feedback requests, or create bespoke 180 or 360 degree feedback around specific subjects. People asked do not have to be in your organisation either, which is great for those employees who have a lot of contact with the outside world.
  • Unprompted feedback: If enabled, employees will be able to provide feedback on others at any time without the need to be asked first.

 

For a full list of PerformanceHub functionality, check out the features page  here.

New Feature: Mission Statements

PerformanceHub is on a Mission. Are you?

We have just released a new feature – “Mission Statements“.

Your CEO can now publish a mission statement on the Company tab for all your employees to rally behind. Combined with Company Goals and Company Objectives, your CEO can now communicate the full strategy; from your company’s  Mission, to its long term Goals, to timely Objectives right the way down to each individual’s deliverables.

Not enabled the Goals feature? You can from the PerformanceHub configuration page.

There’s no need to enable Mission Statements, they show up as soon as your CEO chooses to publish one.

It works for schools too – Head Teachers can set a Mission Statement in the School tab.

With this release, we are laying the foundations for some exciting Talent Management features we’re sure you’ll love – watch this space. In researching talent management, we learnt how something as simple as providing a clear mission statement can help with employee engagement, leading to better performance and improved retention.

PerformanceHub 2.0 has arrived!

PerformanceHub 2.0 arrived today, adding Competencies and Roles into our ever broadening feature set.

With PerformanceHub 2.0, you can add a role based competency review to an employee’s appraisal.

Competency based reviews provide a number of benefits:

  • Enable you to see who is performing/under-performing in their defined role.
  • Help find internal talent that meets the requirements of a vacancy or urgent project need.
  • Allow employees to see what aspects of their performance they need to concentrate on in order to develop themselves, work towards a promotion or develop their career in other directions.
  • Help managers set objectives that will develop their staff in a faster, more focussed way.

Having done extensive research, we found that there are many, many different ways in which companies do competency based reviews. What we have built enables you to configure PerformanceHub the way you want to use competencies in your organisation.

We have more exciting features coming that will complement competencies, like career ladders, talent management and succession planning. Watch this space!