Performance Management Employee Engagement

Break down goals into doable sub-goals, measurable targets, and weighted targets by selecting from a variety of frameworks based on what works for your teams.

Set and communicate goals for the entire organization, either aligning them upward or communicating them from the highest levels down to improve line of sight.

Record objective accomplishments from the relevant record-keeping systems (CRM, project management) and automatically review them using a specified achievement-rating matrix.

Performance notes can assist counteract recency bias in performance appraisals by recording important talks and critical situations.

Permit real-time, constructive feedback from (to) anyone within your organisation to employees about any objective, competency, or value.

By including internal & external stakeholders in 360° feedback, internal bias may be removed and the picture of your employees' performance can be enhanced.

Offer people leaders the tools they need to dive down into aggregated talent data and take targeted actions for their area of the organisation according to their responsibilities.

To inform your team's development strategy, look for talent along a variety of areas and map their performance versus their true potential in a 9-box matrix.

Reduce time spent on presentations and increase time spent on action by exporting and sharing essential insights as Excel, CSV, PPT, or PDFs.

Improve employees' career plans with learning suggestions and assist them in filling skill gaps so they can more successfully reach their next professional milestone.

Consider organisational budgets and performance data at various levels when simulating wage increases, and automatically produce merit letters.

Establish organisational essential roles, recognise HIPOs, put development programmes into place, and create a strong personnel pipeline while guaranteeing a smooth transfer.