As we approach the mid-year mark, it’s essential to reflect on your team’s progress, identify areas for improvement, and set goals for the second half of the year. Mid-year reviews are a valuable opportunity to enhance communication, boost morale, and align everyone’s efforts with organizational objectives. To help you conduct effective and impactful reviews, we’ve compiled a comprehensive checklist using insights from our latest resources.

 

1. Prepare for the Review Meeting

Gather Performance Data:

  • Collect relevant data from various sources such as performance metrics, project reports, and 360-degree feedback.
  • Review the employee’s achievements, challenges, and areas of improvement since the last review.

Review Employee Goals:

  • Revisit the goals set during the last performance review or the beginning of the year.
  • Assess the progress made towards these goals and identify any obstacles encountered.

Prepare Discussion Points:

  • Outline key discussion points, including strengths, areas for development, and potential career growth opportunities.
  • Prepare specific examples to illustrate your feedback.

Resources:

 

2. Conduct the Review Meetings

Create a Positive Environment:

  • Choose a quiet, comfortable setting for the review to ensure privacy and minimize distractions.
  • Start the meeting with a positive note, acknowledging the employee’s efforts and contributions.

Encourage Open Dialogue:

  • Encourage the employee to share their self-assessment, including their achievements, challenges, and areas where they need support.
  • Listen actively and validate their experiences and perspectives.

Provide Constructive Feedback:

  • Use the feedback sandwich approach: start with positive feedback, discuss areas for improvement, and end with encouragement and support.
  • Be specific, focusing on behaviors and outcomes rather than personal attributes.

Set SMART Goals:

  • Collaboratively set Specific, Measurable, Achievable, Relevant, and Time-bound (SMART) goals for the second half of the year.
  • Ensure that the goals align with both the employee’s career aspirations and the organization’s objectives.

Resources: What Great Managers Do to Rock Mid-Year Review Meetings

3. Follow-Up After the Review

Document the Discussion:

  • Summarize the key points discussed during the review, including agreed-upon goals and action plans. Tools like emPerform tag allow you to make journal notes and record key check-in discussions.
  • Share the summary with the employee for their records and future reference.

Provide Ongoing Support:

  • Schedule regular check-ins to monitor progress, provide feedback, and offer support as needed.
  • Encourage continuous learning and development through training, mentorship, and other resources.

Evaluate the Review Process:

  • Reflect on the effectiveness of the mid-year review process and identify areas for improvement.
  • Gather feedback from employees on their experience and incorporate their suggestions for future reviews.

 

4. Utilize emPerform for Streamlined Reviews & Check-ins

Leverage Technology:

  • Use emPerform’s performance management platform to streamline the review process, track goals, and provide continuous feedback.
  • Take advantage of emPerform’s features such as customizable review templates, real-time feedback, and performance analytics.

By following this mid-year review checklist, you can ensure that your reviews are thorough, constructive, and beneficial for both employees and the organization. Happy reviewing!

Book a Demo:

Discover how emPerform can enhance your mid-year review process and support your team’s success by booking a demo today.

 

 

Addressing the ‘Great Exhaustion’

In the wake of the pandemic, a new phenomenon has emerged in the workplace: The Great Exhaustion. As highlighted in a recent article by CBC, this pervasive burnout is affecting a significant number of workers. It’s more important than ever for companies to invest in effective performance management and the right coaching strategies to support their employees and ensure organizational success.

 

The Cost of Losing Good Workers

The cost of employee turnover is substantial. According to the Society for Human Resource Management (SHRM), the average cost of replacing an employee can be six to nine months of their salary. For instance, losing a salaried employee earning $60,000 can cost a company $30,000 to $45,000 in recruiting and training expenses alone. Furthermore, high turnover rates can disrupt team dynamics and reduce overall productivity, exacerbating the existing stress and burnout among remaining employees.

 

Why Companies Need to Invest in Balance Now

Given the rising levels of exhaustion and burnout, companies must prioritize creating a balanced and supportive work environment. This involves not only managing workloads and expectations but also fostering a culture where continuous feedback and professional growth are integral.

Here’s why investing in effective performance management and the right coaching is crucial:

  1. Enhanced Employee Well-being: Regular check-ins and continuous feedback help identify and address issues before they lead to burnout. Employees feel supported and valued, which enhances their overall well-being.
  2. Increased Engagement and Retention: Engaged employees are more likely to stay with their employers. Gallup reports that companies with high employee engagement see 59% less turnover. Regular feedback and development opportunities are key drivers of engagement.
  3. Improved Performance: Effective coaching helps employees develop their skills and overcome challenges. This leads to improved individual performance and, consequently, better organizational outcomes.

 

The Role of a Flexible Performance Management System

Implementing continuous performance management requires the right tools. A flexible and user-friendly performance management system is essential to support ongoing feedback, goal setting, and professional development. Here are some features to look for:

  • Real-time Feedback: Allows managers and peers to provide immediate and constructive feedback.
  • Goal Tracking: Facilitates dynamic and agile goal setting that can adjust to changing business priorities.
  • Development Planning: Supports personalized development plans to help employees grow and advance in their careers.
  • Performance Analytics: Provides insights into performance trends and areas needing improvement.

The Great Exhaustion highlights the urgent need for companies to rethink their approach to performance management and the expectations put on managers to help avoid burnout. By investing in continuous performance management and leveraging the right coaching techniques, organizations can enhance employee well-being, improve engagement and retention, and drive better performance. Implementing a flexible and comprehensive performance management system like emPerform is a critical step in this direction, ensuring that companies can support their employees effectively and navigate the challenges of today’s workplace.

Investing in the right performance management tools and strategies not only helps mitigate the effects of burnout but also positions companies for long-term success. Now is the time to make these changes and support your workforce through effective performance management and coaching.

Get started with emPerform. Book a call

 

So, it’s that time of year again – the mid-year performance check-in. You might be wondering, why is this important? What should you be doing to make the most of it? And, perhaps most importantly, how can you use this opportunity to set yourself up for success?

Mid-year performance check-ins are a crucial part of effective performance management. While performance reviews should ideally be ongoing throughout the year, the mid-year point offers a prime opportunity to regroup, reassess, and re-calibrate your goals. Research from Gallup shows that employees who have regular performance conversations are 3.6 times more likely to be engaged at work[1]. So, let’s dive into how you can maximize this mid-year check-in and set the stage for continued success.

Embrace Continuous Feedback

First and foremost, remember that performance management isn’t a once-a-year event. Regular feedback is essential. According to a report by Officevibe, 65% of employees want more feedback than they’re currently getting[2]. Regular check-ins can prevent issues from festering and provide timely recognition and correction, making mid-year reviews a less daunting task.

Reflect on Your Progress

Use this time to reflect on what you’ve accomplished so far. Take a moment to jot down your key achievements and how they align with your goals and the company’s objectives. Here’s a simple way to structure your thoughts:

  • Role: What was your specific role in the task or project?
  • Action: What actions did you take?
  • Result: What were the outcomes? Include metrics where possible.

For example:

“Led a cross-functional team to develop a new product feature, resulting in a 15% increase in customer satisfaction scores over the past six months.”

 

Set New Goals and Adjust Existing Ones

Mid-year is the perfect time to reassess your goals. Are they still relevant? Do they need adjusting? Research from the Harvard Business Review suggests that setting clear and achievable goals can increase employee motivation and performance. Work with your manager to ensure your goals are aligned with the company’s direction and your career aspirations.

Seek and Offer Feedback

Feedback should be a two-way street. While you’ll receive feedback from your manager, it’s equally important to provide feedback on what’s working well and what could be improved. According to a study by Zenger Folkman, leaders who ask for feedback are seen as more effective[3]. Don’t shy away from discussing challenges or requesting the support you need.

Focus on Development

Use this opportunity to discuss your professional development. What skills do you need to develop? Are there training opportunities or resources that could help you advance? According to LinkedIn’s Workplace Learning Report, 94% of employees say they would stay at a company longer if it invested in their learning and development[4]. Highlight areas where you’d like to grow and ask for the necessary support.

Maintain a Positive Attitude

It’s natural to feel some apprehension about performance reviews, but try to approach your mid-year check-in with a positive mindset. This is a chance to celebrate your successes, learn from your challenges, and plan for the future. Keep the conversation constructive and focused on growth.

Action Steps for Your Mid-Year Check-In

Here are some actionable tips to prepare for and make the most of your mid-year check-in:

  1. Document Your Achievements: Keep a running list of your accomplishments throughout the year. This will make it easier to recall and present them during your review.
  2. Be Honest and Open: Don’t be afraid to discuss areas where you need improvement. This shows self-awareness and a commitment to growth.
  3. Set Clear Goals: Work with your manager to set or adjust your goals for the remainder of the year. Make sure they are SMART (Specific, Measurable, Achievable, Relevant, Time-bound).
  4. Request Feedback: Ask for specific feedback on your performance and how you can improve.
  5. Plan for Development: Identify any skills or training you need and discuss these with your manager.
  6. Stay Positive: Keep the conversation focused on your development and future contributions.

By following these tips, you can turn your mid-year performance check-in into a productive and positive experience. Remember, the goal is not just to review past performance but to set yourself up for future success.

Looking Ahead

Your mid-year performance check-in is more than just a formality; it’s a vital touchpoint in your professional journey. By taking the time to reflect, seek feedback, and plan for the future, you can ensure that you’re not just meeting expectations but exceeding them. So, embrace this opportunity to regroup and realign with your goals and watch your professional growth soar.

Looking to streamline and enhance your company’s performance management process? We can help! Schedule a live demo of our performance management software and see how we can assist you in engaging talent, developing performance, and maximizing the value of your performance reviews.

[1] https://www.gallup.com/workplace/247022/five-elements-high-performance-partnership.aspx

[2] https://officevibe.com/state-of-employee-engagement

[3] https://www.forbes.com/sites/joefolkman/2020/05/12/why-asking-for-feedback-is-one-of-the-most-important-skills-to-learn/?sh=4cfcc52769f1

[4] https://learning.linkedin.com/resources/workplace-learning-report-2020

 

There are times when we don’t have the most accurate view of how our actions (both good and not-so-good) and styles are perceived and received by others. This lack of awareness is incredibly damaging and risky for anyone in a leadership or management position. 

One of the best ways to develop as a leader or to develop other managers is to uncover these gaps in perception and work to remedy them. By enabling easy paths for upward feedback as part of your organization’s performance management process, you can help ensure that managers are continually developed.

Upward feedback can be sweet and sour.  The potential benefits of fostering a culture of ongoing performance dialogue and continuous improvement can be immensely valuable. Yet, the fear employees experience when providing feedback to their supervisors, coupled with managers’ apprehensions about receiving it, often drive everyone to avoid engaging in such discussions altogether, leading them to retreat from the process. Some employees are likely already engaging in this type of feedback directly with their supervisors, but we don’t recommend leaving it to chance. It will help ease the delivery and reception of this valuable tool and encourage it. What can HR do to help?

Did someone say anonymous? That’s right, we suggest starting with anonymous upward 360° feedback. There are no names, just feedback. Supervisors still benefit from learning how their reports see them, and employees have a bit of cushion when giving because their names won’t be stamped to it.

But beyond the anonymity of upward feedback, there is a right time, place, and manner that managers and employees should be aware of.

Here are some tips for giving and getting upward feedback:

Employees: Ways to Give Effective Upward Feedback

1. Wait to Be Invited. Or should you? Even if the boss doesn’t ask for that feedback or HR doesn’t solicit it, employees can make the suggestion – the Harvard Business Review suggests asking whether a supervisor would like periodic feedback during a new project. This might open the door to ongoing upward input or, if anything, set the stage so feedback can be shared.

2. Limit Suggestions to Your Own Opinions. Do not assume that the feedback you give, even anonymously, represents the opinions of the larger employee group, and be careful not to frame your feedback in a way that suggests it. Also, limit your suggestions to work-related issues. Do not make it personal.

3. Keep it Real: Some employees might take this opportunity to shoot out anything that irks them about their supervisor. Keep feedback restricted to observable work-related instances and remove emotions as much as possible. The point of upward feedback isn’t to make the supervisor feel bad; it’s to provide examples of how their behavior either positively or negatively affects performance or results so that positive changes can be made or good things can be maintained. If your supervisor smells like bananas daily, which bothers you but doesn’t affect how you work, maybe think a little about it before noting it as feedback.

4. Frame your Feedback Effectively: Giving feedback is step 1 towards improving how your manager interacts with you. Exacting change with suggestions takes it to the next level! We suggest framing any feedback in a way that focuses on solutions by sharing the action or example in question, the result, and then offering a solution; for instance:

Action –> Result –> Solution   

When you_________, it __________. Going forward, I would recommend _________.

Framing feedback in such a way expresses the nature of the feedback with examples, but it goes a step further by giving supervisors a little help with the ‘how.’

When you change your mind at the last minute with design projects, it causes me to rework the files and lose time on other projects. Going forward, I would recommend  taking more time to review the draft before confirming.”

5. Don’t Forget the Good! You might be tempted to focus only on negative actions and behaviors, but don’t forget to share your thoughts on what your supervisor does that helps you perform better. They might not be aware of the appreciated actions and behaviors, and you want to reinforce their good qualities, too.

Supervisors: How to Receive Upward Feedback

1. Review Feedback Outside of the Office. Reviewing employee feedback in your office with the door closed and all of your subordinates outside the door could create distractions, tension in the office, and worry amongst your personnel, which can harm productivity. Take it home when you can grab a coffee and review it in detail, far away from the sources.

2. Don’t Take it Personally. Leaders have it rough. They are constantly making decisions and judgments to advance the outcome of their team and the company while trying to create a nurturing atmosphere for staff. These colliding priorities leave managers in a tough spot, and there is bound to be less-than-ideal feedback. Don’t take it personally. Use your business maturity to reflect on the input, detect trends to find improvement areas, and use any upward input to develop as a leader. 

3. Don’t Hold it Against Anyone. You might recognize the source of the feedback from the examples or tone of writing. Don’t hold the feedback against any employee. They are sharing their thoughts, and no matter how ‘right’ or ‘wrong’ you feel they are, you won’t do anyone any favors by looming it over their heads and creating a whole new problem.

4. Agreement is Optional. If you get some feedback that you disagree with and can support with facts, you aren’t obligated to act on the input. We only ask that you keep an open mind and remain honest about your performance before making that call. Remember, just because you disagree doesn’t mean that your team’s performance isn’t suffering because of it.

5. Use It. Use the feedback as an opportunity to grow. Just because you might not agree with some of it, if it is a trend among your team, it’s your duty as a leader to adjust your ways to ensure your team operates optimally. Just as you would continue with anything you realize you are doing well, you are expected to change your approach to anything you might be less effective at.

6. Ask for more! If you want to create a culture where your feedback is received continuously, we recommend that managers ask for it at the same frequency. Waiting for formal upward feedback only tells your team they can’t come to you if they have a burning issue. Find ways to encourage a performance dialogue with your team, and you will be rewarded with much less shock and processing when formal feedback is solicited, and you will see the results much sooner.

Making it easy with technology. If you’re looking for a way to implement upward feedback as part of your talent management processes, consider emPerform, which offers the opportunity to launch anonymous surveys and 360°reviews with the click of a button and encourage year-round feedback and performance dialogue between managers and employees.

emPerform Valentine's Day

Performance reviews haven’t always been too lovable but… with emPerform‘s award-winning employee performance management software, it’s impossible NOT to fall head over heels for:

A little love now means loads of benefits later.

  • save time and eliminate the paper-mess with automated reviews
  • streamline talent management initiatives across all departments
  • align company goals with employee objectives
  • engage managers & employees in performance dialogue year-round
  • establish an effective pay for performance culture

Learn more about emPerform’s award-winning performance management software by watching our 4 minute tour video or requesting a live demo and fall in love with emPerform.

heart

 

 

 

emPerform wins Bronze in Brandon Hall Group’s Excellent in Technology Awards

 

We are proud to announce that emPerform platform has once again won a coveted Brandon Hall Group Bronze award for Best Advance in Performance Management Technology. The win was announced on December 7, 2023 and was awarded for emPerform’s newest Enterprise Goal Management functionality.

The 2023 Brandon Hall Group Excellence in Awards™ are given for work in Learning and Development, Talent Management, Talent Acquisition, Human Resources, Sales Enablement, Future of Work, and Education Technology. The awards recognize the best organizations that have successfully developed and deployed programs, strategies, modalities, processes, systems, and tools that have achieved measurable results – and we are thrilled to be a part of this distinguished group.

Entries were evaluated by a panel of veteran, independent senior industry experts, Brandon Hall Group analysts, and executives based upon these criteria: fit the need, program design, functionality, innovation, and overall measurable benefits.

“In our 30th year, the Excellence in Technology Awards continue to showcase the best innovations in learning, talent management, talent acquisition, HR, workforce management, and sales enablement technologies. We are proud to receive applications from a diverse range of organizations globally, reflecting the ever-evolving landscape of technology solutions” said Brandon Hall Group Chief Operating Officer Rachel Cooke, leader of the Excellence Awards program.

We are honored by this recognition from Brandon Hall group. For the last twenty years, emPerform has been committed to providing the most usable, innovative, and scalable standalone performance management platform to HR leaders in small and medium-sized organizations, and this recognition validates the strides we have made.

We thank the Brandon Hall Group panels and committees for their time and consideration and congratulate all other award winners!

Get started with emPerform

About Brandon Hall Group™

Brandon Hall Group is the only professional development company that offers data, research, insights, and certification to Learning and Talent executives and organizations. The best minds in Human Capital Management (HCM) choose Brandon Hall Group to help them create future-proof employee development plans for the new era. For over 30 years, Brandon Hall Group has empowered, recognized, and certified excellence in organizations worldwide, influencing the development of over 10 million employees and executives. Our HCM Excellence Awards program was the first to recognize organizations for learning and talent and is the gold standard, known as the “Academy Awards of Human Capital Management.”

 

So, you’ve been asked to complete a self-assessment – what next?

Your self-assessment (or self-review, self-evaluation, or whatever you or your organization calls them) isn’t meant as a cryptic form of torture, it is actually an important and necessary tool for your professional development.

Your self-assessment is an opportunity to dedicate time to reflect on your achievements and plan for ways to further develop your skills and career. They are also an important planning device, allowing you to work with your managers and the company to apply any learnings and opportunities to your role moving forward.

Self-assessments can also be a stressful time for employees. Reviews aren’t a particularly popular task, particularly if your relationship with your manager is rocky or if you feel insecure in your job. Also, if you’re facing deadlines or are in the middle of a heavy workload, it may be difficult to even find the time to complete this task. Some employees may not even understand the value of these tools.

But a self-evaluation doesn’t have to be dreaded! It can be a time to provide your employer with needed feedback as well as setting a roadmap for your future career growth. It can also lay the groundwork for you to achieve additional training or obtain other resources that you’ve been hoping for—but never found the right time to ask.

Overall, employees should absolutely take advantage of this time and below are some tips for ensuring you get the most from your self-assessment.

 

Tips for Preparing for Your Self-Assessment:

Your self-evaluation offers a chance to ask for support from the company, your manager, or team. Taking the time to reflect on your role, goals, and accomplishments is an important part of this process.

To prepare for your self-assessment, jot down your accomplishments during the time period of the evaluation. This is a process that can be ongoing throughout the year. Be specific in your approach and don’t be afraid to show how much you’ve contributed to the organization. Try listing your accomplishments by role, action, and result. For example:

  • List what role you played, whether it was in a team or as an individual.
  • Describe the action you took while in that role.
  • List the positive outcome, being specific with numbers or other metrics when possible.

Here’s an example to get you started:

Led a four-person team to create a new website design over two months. Successfully deployed the site which saw a 25% jump in traffic within the first six months.

Beyond listing what you accomplished, you should also look ahead to your future in the organization. Do you need additional training or resources that you’re not currently getting? If you don’t have a career map in place, this is a good opportunity to show your employer your personal and professional goals and chart a path to achieving them.

Set aside this time and look at it as a positive process, not a detriment to your current workload.

Tips for Writing Your Self-Assessment:

Don’t Be Afraid to Brag…

According to the Society for Human Resources Management (SHRM), employees should list their most significant accomplishments or contributions since the last year and be prepared to comment on how these were in alignment with their role, your goals, and company results. Employees should reflect on any new tasks or duties performed outside of their role, or any activities that you initiated that resulted in a positive impact in the organization.

Don’t be afraid to comment on what you are most proud of. Your manager might already be aware of many of the points you outline, but chances are, there are some things that didn’t register at that time, or that maybe they were out of the loop on. If you don’t bring your achievements into the light, who will? Be careful to prioritize and highlight the major points or you’ll risk making a laundry list of everything, which could dilute the significance of the more important items.

…But Also, Be Honest & Ask the Hard Questions

Many are tempted to use their self-assessment as a chance to put a marketing-like spin on their performance and contributions and focus on just the positive outcomes of the last review cycle. As mentioned above, you should highlight your milestones, achievements, and areas of their job and growth that they are proud of, but that has to be balanced with some honest reflection.

According to CIO Today, employees shouldn’t be afraid to ask themselves some hard questions. Taking a good look at your performance might reveal some shortcomings, but it will also allow you to grow and develop.

  • What could I have done better this year?
  • What are my strengths?
  • What are my weaknesses and how can I improve on them?
  • Where can I take personal initiative and become a stronger employee who contributes more next year?

Many employees are afraid to admit perceived “weaknesses” or “mistakes,” but why? Effective managers will already know where your performance gaps exist and, if anything, will commend you for having enough self-awareness and maturity to own up to them. At the end of the day, no one is perfect. Every employee in your company has a list of mistakes and performance gaps, so don’t be afraid to admit them so you can get the help you need from your manager and company to develop.

Stay Positive

It is all too tempting to use your self-assessment as an outlet to express any and all dissatisfaction with your manager, your co-workers, your clients or the company, but resist the urge. According to Ford Myers, author of the book Get The Job You Want, Even When No One’s Hiring, you shouldn’t use your self-evaluation to bash your manager, your company, or its strategic direction, because this may come back to bite you later on, and it can also result in your being perceived as disgruntled. According to Myers, employee comments should be 90% positive and 10% critical where you can explain your own plan to grow and develop in specific areas over the next year. Do not add negative comments about your supervisor, peers, clients or the company, and instead focus on you.

Ask for Resources & Assistance

Road-mapping your value to the organization is a logical segue to a request for additional training or other support for you and your team. A self-evaluation gives you the time and space to document what you need and why you need it. This is not the time to complain that you’re not getting the help you need, instead, this is a time to logically lay out a business case for why you need assistance, training, or other resources to better do your job.

Include Feedback You Have Received From Others

 Self-assessments are about gathering examples and accounts of your strengths and opportunities for development. Part of this will most likely include input from other people besides your direct manager. It’s okay to mention and include feedback and examples of accolades you have received from others when writing your self-assessment. This might include feedback or emails from clients, kudos from your peers or other managers, or formal 360° multi-rater scores and/or comments that highlight your strengths and accomplishments.

Always Look Ahead

 Use your self-evaluation as a partial reflection of your good work but also as a way to continue to keep the dialogue open with your employer. Use this time to check in with your manager to ask important questions that will guide your work in the future, such as:

  • What do you anticipate our biggest priorities will be in six months?
  • Is my work on track, or is there anything I should change?
  • Is there a particular area for growth that you’d like me to work on?
  • How can I make your job easier?

Measuring your own performance doesn’t have to feel like you’re bragging. Instead, it can help you and your manager look ahead to your future with the company and chart a course toward upward mobility, improved skills, more responsibility, or whatever you hope to achieve.

Completing your self-assessment doesn’t have to be a dreaded chore. Set aside time to plan and complete your self-assessment properly, pull together examples and supporting feedback, focus on the positive and developmental, and always keep an eye on what’s next –  then, you’ll nail it. Not only that, but you’ll benefit from having a formal opportunity to reflect on your accomplishments and plan for further development to improve your role and career path.

Looking to save time & modernize your company’s performance reviews & self-assessments? We can help! Book your live demo of emPerform and see how companies just like yours are engaging talent, developing performance & drastically increasing the value of performance reviews.

 

For many organizations, year-end brings about formal performance evaluations and goal setting for the New Year. It’s a great time to reflect, give employees feedback and guidance, and for companies to ensure all teams are aligned for success. That being said, from our experience, HR tends to look forward to this time of year as much as they would a root canal, so we have put together some tips to help prepare and improve this vital business process.

Quick Tips for Tackling Year-End Performance Reviews

 
Communicate Performance Review Plans and Expectations

Leave enough time to properly communicate the review process and expectations to the organization. Plan emails and follow up communication as well as where/how any resources and appraisal material will be distributed, tracked, and collected.

Review & Adjust Review Forms and Processes

Review last year’s performance appraisal results to identify any trends that could be incorporated into this year’s forms or processes. Review any employee/manager feedback and make adjustments accordingly. If you are not convinced that your review forms or processes working for you, consider reviewing the content, measures, touchpoints, and review types that might be a better fit for your organization or groups within your company.

See below for some great resources on refreshing your company’s performance reviews:

Prepare Managers & Employees for Performance Conversations

Help managers to properly prepare for giving ratings and feedback to their direct reports. This isn’t always easy to do and HR is the perfect source for resources and support. Also, prepare employees for the important discussions they will be having with their employees and take the time to educate staff on the purpose and importance of these conversations.

See below for some of our favorite resources that can help:

Don’t lose steam

For HR, this time of year often filled with more than just performance reviews. With everything going on, don’t let chaos of appraisals take all of your steam. Use these great tips to prepare, communicate and support your organization through this critical process. Unexpected chaos will always ensue but there are ways to ensure hiccups are manageable and that HR avoids total burnout.

Space Things Out

If this time of year results in a lot of extra work with little perceived value, then it might be time to consider re-tooling your performance management process. The Gallup organization did some research and found that overall, 65% of employees say they want more feedback! The same research found that companies who implement a regular feedback program have 14.9% lower turnover rates and employees are twice as likely be engaged at work.

Instead of having just one year-end review, more organizations are opting to space out performance management tasks and conversations throughout the entire year. This way, employees know what is expected of them, managers are able to track and develop in real-time, and no one is left scrambling at the end of the year to recall forgotten opportunities that have passed.

See how to implement a more continuous employee performance management process in your organization.

 

Tackle Performance Reviews with emPerform – Easy, Complete & Flexible Performance Management Software

If you would like help tackling appraisal season with award-winning automation, best-practice appraisal forms, easy goal management and ongoing feedback, contact us or explore emPerform’s full suite of performance management functionality.

Spooky Manager Types & What HR Can Do to Help: Free Halloween-eBook Available.

Your organization relies heavily on skilled and effective management to build and maintain a top-performing workforce. With so much riding on your company’s leaders, we think it’s time to take a minute to consider the different types of managers that might be lurking in your hallways and what improvements can be considered for each to ensure that your workforce is feeling treated rather than tricked.

Download the eBook here

No matter what types of managers are lurking in the halls of your organization, emPerform can help give you the tools needed to align, develop, reward and retain a world-class workforce, including vital functionality for helping all managers set and track effective goals, provide timely feedback to their team and engage in meaningful development planning. Book a live demo today.

Have a safe & Happy Halloween!

 

 

As HR technology continues to evolve, it’s becoming increasingly important for organizations to adopt data integration and single sign-on (SSO) solutions. These tools are critical in enabling seamless and efficient data management within HR teams and can help improve productivity, reduce errors, and enhance the user experience for employees.

At emPerform, we understand these challenges and offer secure and affordable options for data integration and SSO. With our data integration options, you can eliminate the need for manual data entry and ensure that data is up-to-date and accurate. Our SSO options provide convenience and user-friendliness, enabling employees to access performance reviews and check-ins using their existing logins.

Here are the top 5 reasons why an emPerform integration will benefit your HR team:

1. Save time and work

By automating the data transfer process, emPerform eliminates the need for manual data entry, reducing the risk of human error and saving your HR team valuable time.

2. Gain trust and security

With a streamlined feed of the most up-to-date employee data, you can rest assured that information is always accurate and secure.

3. Boost accessibility

Enable SSO with emPerform, and your users can easily access performance reviews and check-ins using their existing login credentials.

4. Scale and grow

As your company changes and grows, so should your HR tools. emPerform’s data connectors and integrations allow you to scale as needed.

5. It’s easy

Worried that integrating with emPerform will be too much work? Don’t be. We handle everything for you, automatically pulling employee primary data from your existing HR system to streamline the flow of information.


No matter which core HRIS, ERP, or payroll system you use, emPerform’s data integration and SSO options have you covered. Integrating your HR systems with emPerform saves time and effort while improving data accuracy, accessibility, and security.

Align, Develop & Retain Top Talent with emPerform

emPerform includes the tools needed to identify and engage high-performing teams. With online reviews, year-round goal tracking, ongoing feedback, pulse surveys & complete merit & bonus management – you can create a performance program that drives engagement & results.

Book a demo