Transitioning to performance reviews in Everperform

Conducting performance reviews is generally a long process with many non-value adding tasks. We breakdown how Everperform can automate the process for you.

Cristian Tountzis
Transitioning to performance reviews in Everperform

Conducting performance reviews is generally a long process. Directors, managers and people leaders spend a lot of time on non-value adding tasks; sending out feedback forms, following up on feedback and surveys, and consolidating hundreds of reports to be analysed. Doing this in-sync and remotely presents it’s own issues, and a lot of businesses are struggling to keep up with this process online.

We have helped transition new and existing customers to complete remote performance reviews in Everperform by automating a lot of the non-value adding tasks mentioned above. We wanted to break down why this would be beneficial for your business, and how we can help you do it.

By automating these manual tasks in the performance review process, we have been able to save managers an average of 2 - 3 hours per employee, per review cycle. If you want to save yourself time, particularly at this stage of the year, read on.

Defining performance review questions

The process for conducting performance reviews may be well defined, but it is still a long, drawn out and inefficient process that takes time away from value adding activities. Doing reviews online only increases the complexity and scale of performance reviews.

The first step in most performance reviews is defining the framework or template of feedback you want to get from each employee, and coming to a consensus with the leadership team to proceed. Most companies already have this set, and only make minor changes each review cycle. The complexity comes from having employees complete these surveys, on-time and accurately.

How we help:

Most of our customers have existing templates they want to use for reviews. We help them map these templates into a library of questions that can be rated and commented on, making the process of setting up surveys simple. And we do it fast, less than a day to have all of the library configured in most cases. 

Completing pre-review feedback

Once your templates and questions have been defined, it’s time to select who will be reviewing who, and which employees need to give feedback to others based on role, projects and other factors. This can be a time consuming exercise. Then surveys need to be sent out to each employee, which can be in the form of self reviews or 360 degree feedback.

Doing this remotely can be a challenge. HR teams need to work closely together with managers to ensure each employee gets the right surveys, and is reviewed by the right people. Then there is the exercise of checking the status of surveys. Has everyone completed them? Who do I need to follow up with? This is an admin intensive exercise that can easily be automated.

How we help:

Our customers already have employees and reviewers mapped out in a spreadsheet or HR system. We upload all of these details into Everperform and map employees to managers to build out a sort of organisational structure. Users can then go into the system and generate surveys easily based on the library of factors and employees in the system (we also offer services to further automate this for you too).

Consolidating results into reports

Now you’ve collected your feedback, you need to generate a visual report that managers and reviewers can use during their performance reviews. This can be difficult without a dedicated reporting system, or if the data you have collected is in multiple places.

The quality of reports that you generate may also correlate to conversation quality during the review. A lot of companies may be content with a Google Doc or Word document that has the responses to surveys that were completed, but these may lack context. Mapping performance review data to actual KPIs and goals that were completed during the review period is an extremely time intensive task if systems don’t talk to each other, so many companies just don’t do it.

How we help:

Everperform is designed as a ‘People OS’, giving employees, managers and leaders crucial analytics and insights into performance to make small, incremental improvements over time. Because of this, we have focused on data collection rather than digitising existing processes.

We help our customers generate in-depth reports that can be used for the review process, that can include existing or new feedback data, performance data, financial performance and goal progress. 

We know this increases the quality of the conversation during performance reviews, because it focuses on inputs and outputs rather than just feedback (we also offer services to automate this report generation for you, and we are working on an in-system reporting feature to let you generate and share these reports on your own).

Conducting your performance reviews in Everperform

If you’re struggling to complete your performance reviews online, or if you have your process down-pat and just want to be more efficient, we encourage you to get in touch with us so we can help transition you quickly, save you time and improve your performance conversations. Use the link below to book in a personalised session with our team.

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