With employee performance reviews coming up soon for many, we wanted to let you know that we are here to help!
emPerform can have you up and running with simple & intuitive online appraisals plus added functionality to help save you time & unnecessary administrative tasks PLUS built in tools to help you get strategic about your year-round talent management processes.
How can we help? Flexible online appraisal forms, SMART goal management, templates, 360° reviews, easy pay for performance, social feedback & reporting – all in one super easy to use package for the best value- guaranteed.
What are you using for appraisals and performance management? Paper? Spreadsheets? Fax? A tediously formatted document that employees and managers don’t want to use? A makeshift in-house system designed by your IT department as an attempt to solve your appraisal nightmares? Nothing at all? Any of these answers wouldn’t surprise us.
Our close contact with HR professionals gives us access to plenty of horror stories. And too many of these stories are about outdated (pre-emPerform!) management strategies for appraisals and overall performance documents.
We admit we’ve seen some pretty crafty solutions, including meticulously formatted spreadsheet forms with umpteen versions floating around and some very ‘attractive’ and buggy intranet-based IT web forms. Over and over again, we see a focus on executing the process and very little time and focus left over for strategic performance management tasks and analysis. So what are some key indicators that it’s time to ditch your current processes and modernize?
If you are a manager or HR specialist who has been hammering away at the same annual employee evaluation process year after year but don’t seem to be getting measurable results, you might be doing any of three things wrong. First, you may be using a method that doesn’t suit your business model. Second, you may be using a software platform that doesn’t suit your goals, or finally, you may be making some of the following appraisal mistakes. emPerform is counting down the top 10 appraisal mistakes: Read More
How many times each year does your company tackle the formal employee evaluation process? If you’re like most successful businesses, your manager-to-employee ratio makes this process cost effective about once every twelve months, usually close to the end of the fiscal year or the weeks leading up to the holiday season. But while a single annual evaluation keeps time investments and costs under control, an entire year can sometimes be too long for employees to wait for formal feedback and coaching.
Consider the benefits of adding an additional mid-year evaluation to your talent management strategy.
1. Coaching and follow up. Read More
You may have your employee evaluation process carefully planned out, and you may be making excellent use of performance evaluation software (like emPerform) to keep employee goals and performance metrics on track. But without proper execution and follow up, your employees may not be walking away with all the tools they need for success. Are you making any of these common evaluation mistakes or skipping these steps during and after your review cycle? If so, your process might benefit from a closer look.
Here are some common mistakes evaluators make when conducting performance review meetings:
1. Ignoring self-evaluations. After your employees have gone to the trouble of completing self- evaluations, don’t just ignore this information during your meetings. Review the results carefully beforehand and use them to guide your conversation with Read More
Since 2004, CRG emPerform has been giving HR professionals the tools they need to streamline and automate their approach to talent management. emPerform’s online performance management software has been helping organizations everywhere transform performance reviews to better align, develop, reward, and retain a top-performing workforce.
Are you experiencing any of these symptoms?
Now that your performance management system is on track, your technology and workflows are up and running, and your employees are buying into your chosen metrics and processes, you can sit back and relax. After all, once employees know how their performance will be evaluated during each cycle, they’ll have all the motivation and tools they need to manage their own growth…Right?
Effective performance management is an art and a science, and even when you think you have every kink worked out and every detail under control, you’ll still need to be ready for change. The good news is that if you know what to look for, you can avoid veering too far off track. Keep these considerations in mind as you move forward. Read More
We are pleased to announce the availability of version 4.4 of CRG emPerform. Among the list of enhancements and added functionality, this latest release offers integrated 360° performance reviews.
Using multiple perspectives to complete employee reviews is quickly becoming the standard for an effective performance management strategy. Managers often have a limited perspective when it comes to assessing employees and 360° feedback offers the ability to gain insight from people who work closely with one another to generate fair and accurate reviews that have value and can be used for decision making.
“We are pleased to offer this latest release to our customers,” said Anant Rege, our Chief Technical Officer. “We know that many of today’s businesses require more than just manager feedback in the performance appraisals process. Managers and employees need a tool that enables ongoing feedback and a 360° account of performance and goals. This latest release adds that and more to a set of robust tools already present in emPerform.”
emPerform 360° review functionality is included with the software at no additional cost and enables:
Version 4.4 is currently available for upgrade to all emPerform customers.
For more information about emPerform, visit: www.employee-performance.com
Download the Whitepaper: The Changing Face of 360° Reviews and Performance Feedback
In most workplaces, nobody better understands the needs of a position than the manager who supervises that position. When it comes to evaluating the fitness of a job candidate, onboarding and training a new employee, assigning responsibilities to that employee, and evaluating how well those responsibilities are carried out, immediate supervisors have the optimal vantage point. While department heads, upper management, and HR all play a role in employee development, none of them have the proximity that makes a direct manager a crucial player in the assessment process. Read More