Use performance history to learn more about every employee's development history. Identify strengths, weaknesses and the most effective strategy for improvement on an individual level.
Choose from a list of competencies to grade from and take the guesswork out of trying to determine competencies for each role.
Performance reviews evaluate performance in a number of categories. Create templates for each category and combine them for reviews and easily drag in templates for each department/role.
Goals created in Goal Alignment can be included in performance reviews to get a complete view of progress. Evaluate progress on goals and review comments left by managers throughout the cycle that should be considered in their performance review.
Once the performance review is complete, use goal planning to set new goals based on the results. Employees will feel that their development is valued when goals for improvement are set following a review.
Set goals and check in on their progress. Employees can easily manage their goals and ensure they are on track to complete their goals on schedule. Managers can leave public and private comments on progress to provide feedback.
Employees can view how their goals link to their manager's goals and the goals of the organization. Employees value the work they do more when they feel they are making a difference. Illustrate their impact
Employees have the option to publically publish goals to get support and feedback from their peers. They can post encouragement, praise on progress and help provide resources to assist in development. Moving further, faster, together.
Employees are more motivated when they can see that what they do impacts the overall business. They want to know that what they do means something. Goal Alignment can illustrate how their work and development directly/indirectly affects other areas of the business and builds on growth.