The New Worker

Your company's next influential leader may be right under your nose — within the very walls of your organization. Yes, there are many hidden gems within your internal talent pool. As an HR manager, your priority is to discover and unlock this potential. 

In this article, we'll explore why cultivating leaders internally is not just practical but also a game-changing strategy — and how to tap into this goldmine of leadership using a Learning Management System (LMS) like Workleap LMS.

{emphasize}What's in this article

• Hiring externally vs. promoting internally
• The benefits of cultivating your leaders
• 4 steps to developing internal talent
• Unleash leadership potential with Workleap LMS{emphasize}

Hiring externally vs. promoting internally

One of the most common misconceptions in the corporate world is that influential leaders always come with impressive CVs from external sources. While these leaders can certainly bring valuable insights and a fresh “outside” perspective to the culture of a business, overlooking the potential within your own ranks can be a missed opportunity. 

Let’s take a look at a real-life scenario… 

Meet Rhea. Rhea is a diligent and committed project manager in a fast-growing tech startup. She loves her job and knows the company's vision, culture, and goals like the back of her hand. She's got a knack for rallying her team, her colleagues trust and respect her, she often brings innovative solutions to the table, and she’s usually the one behind the company’s most successful projects.

The foundation for excellent leadership is there — product knowledge, stakeholder trust, creative solutions, and tangible impact. So when the next leadership role opened, the startup execs promoted Rhea. And she was able to deliver value right away.

{emphasize}Psst! Workleap LMS can help you transition employees to a leadership role. Keep reading to learn how.{emphasize}

The benefits of cultivating your leaders

Organizations that focus on developing leaders internally gain advantages. It's not just about saving on recruitment costs, it's about creating a culture of growth, excellence, and loyalty. When you source leaders from within your business, you benefit from: 

• In-depth knowledge: Existing employees already deeply understand your company's values, culture, and processes. They know team goals and dynamics and have established relationships with colleagues, which means they can hit the ground running when stepping into leadership roles. 

• Boosted morale: When employees see you invest in and promote their colleagues, you send a clear message that your organization rewards loyalty and hard work. This boosts morale and inspires others to also grow in the company. It makes them think: Hey, if Rhea was internally scouted for a promotion, so can I!

• Cost savings: Hiring externally, especially in leadership roles, comes with hefty recruitment costs and requires more time to filter, evaluate, and interview candidates. And then, once you hire them, they need more time to get up to speed — making their onboarding longer, more comprehensive, and yes, more expensive. If you hire internally, you skip most of that, saving you time and money.

4 steps to developing internal talent

So, what can you do to unlock your talent pool and prepare the next generation of influential leaders? Follow these four steps! We'll also share tips on how to make this work even easier using Workleap LMS.
 

1. Identification: The first step is to identify employees who demonstrate leadership potential. Look for qualities like a strong work ethic, adaptability, excellent communication skills, and a desire to take on more responsibility.  
   
   Workleap LMS can help you identify star talent through data-driven insights — like who scores the highest on quizzes, puts in extra hours with training, and completes tasks on or ahead of time. 
2. Training and development: Once identified, these potential leaders need a structured training and development plan. This might include mentorship programs, leadership training courses, or stretch assignments that challenge their skills. 
   
   Workleap LMS makes it easy to create structured and personalized training and development plans for onboarding or learning new skills. The online platform is very interactive and accessible, making it a hit among employees, too.
3. Feedback and evaluation: Regular feedback and evaluation sessions help future leaders understand their strengths and areas for improvement. Constructive feedback guides them on their leadership journey. 
   
   One of the best parts about Workleap LMS is that you can monitor all employee progress from a single dashboard. The learning management features keep things neat, organized, and clear! 
4. Hands-on experience: Nothing beats real-world experience. Encourage potential leaders to take on leadership roles in projects or teams, allowing them to apply their skills practically. 
   
   With Workleap LMS, you can invite partners and other leaders to share their knowledge and collaborate on creating training content — from live virtual classrooms to in-person courses. 

Unleash leadership potential with Workleap LMS

Unlocking internal talent is not just a cost-effective strategy. It's also a key way to maintain the growth and success of your workforce.

So, as you start scouting for your next influential leader, don’t go looking too far — search among your ranks. And leverage Workleap LMS data-driven insights and user-friendly features to identify and train the ones that shine. 

The future of your company's leadership might just be a few courses away! 

If you’ve ever assembled a piece of boxed furniture, you know that clear guidance (and moral support) is key to your success. The same is true of employee onboarding, but outdated practices and unclear processes often lead to confusion and disengagement. This can hinder promising new hires from reaching their full potential—or worse, lead them back out the door.

Onboarding software helps you alleviate your HR and management team’s workload and promotes a faster time to productivity for new hires. It also allows you to get more team members involved in the process and creates a smoother takeoff all around.

Let’s dig into what onboarding software is, how it can help alleviate common challenges, and the benefits it provides for your business.

‍

What is onboarding software? A brief overview

Onboarding software is a digital tool that supports a smoother ramp-up for new hires joining your company. These platforms offer features like personalized onboarding plans, automated workflows, centralized assets, and integrations with other HR systems. Some also provide tools specifically for reboarding employees returning from leaves or cross-boarding employees when they switch roles or get promoted.

{emphasize}Think your onboarding process is up to date? Think again. Gallup finds that only 12% of employees strongly agree their organization does a great job of onboarding new employees. There’s always room for improvement, and the right technology can support you in getting there.{emphasize}

Onboarding platforms help you kick old-school methods to the curb and provide a more modern and agile onboarding experience for new hires. But not all of them are built the same—for example, what sets Workleap Onboarding apart is that it’s:

• Simple and low-touch: Set it and forget it—the system’s smart automations take over tedious (yet essential) admin tasks like scheduling meetings.
• Collaborative and current: Interactive and engaging for the modern worker, with built-in video recording and participation options for various team members.
• Ready to connect: Integrations with key HR systems like BambooHR, ADP, HiBob, and other HRIS keep employee data well-managed and reduce app-switching.
• Self-serve and fuss-free: Easy to get set up independently and intuitive to navigate, with support available when you need it.
• Available free, forever: Small teams and businesses can benefit from onboarding software without breaking the bank.

But before we go too much deeper into it, let’s explore some of the challenges businesses currently face with traditional onboarding methods.

The challenges of traditional onboarding

Traditional onboarding practices tend to consist of piles of paperwork, outdated slide decks, and awkward intro meetings. While some companies see this as ‘good enough’, a better alternative exists—and sticking it out can lead to some serious consequences, like:

• Disengagement occurs because employees don’t build a connection with the company mission, their teammates, or their role. (Extra challenging for hybrid and remote companies!)
• Information overload leads to ineffective knowledge transfer because it’s hard to parse out what’s important and what’s not.
• Tedious administrative tasks take up precious time, and employees are busy creating accounts rather than learning about the company.
• Managers and HR staff also get bogged down in the busy work, shuffling through folders instead of showing up to support their new team members.
• Documentation isn’t kept up to date or organized, and new hires end up referring to retired processes or policies.
• Nothing changes because there’s no feedback system in place to guide your efforts to improve the onboarding process.

How an employee starts their time at your company has a big impact on their long-term success, engagement, satisfaction, and retention.

{emphasize}According to Gallup:

• 61% of employees who reported an exceptional onboarding experience said they felt fully prepared and supported to excel in their new role.
• Employees who have an exceptional onboarding experience are 3.3x as likely to say that their job is as good or better than expected.{emphasize}

Onboarding software can help you create a more cohesive, modern, and engaging welcome for new staff joining your team. While it’s true that new work tools can come with an adjustment period, the payoff of onboarding software is totally worth it.

4 key benefits of onboarding software

Here are just a few of the major benefits that come with implementing onboarding software at your business:

1. Streamlining administrative tasks

For new employees, hiring managers, and your HR team alike, the automation that onboarding software offers is a game changer. These platforms can alleviate the grunt work of managing documents, scheduling time, and knowing what to tackle next. By taking on the admin tasks it gives everyone the space to focus on those crucial human interactions that make the difference between a good first few weeks and a great first few weeks on the job.

{emphasize}Workleap Onboarding offers features like:

• Centralized document management to keep files organized, updated, and accessible
• Automated workflows that send updates and schedule meetings on your behalf
• Integrations with your HRIS and other HR systems for improved data governance{emphasize}

These all make time-consuming manual work a thing of the past. Your new hires can focus on settling into their role, managers can be more present for their team, and your HR department will be on the ball with more strategic initiatives.

2. Personalizing the onboarding journey

Every new joiner has a specific role, a specialized skill set, and individual goals and objectives. Generic onboarding flows can feel disconnected from someone’s personal perspective and place within your organization. Onboarding software helps you custom-tailor each employee’s experience, showing them that you recognize what makes them unique.

{emphasize}Workleap Onboarding offers features like:

• Adjustable timelines so new hires can manage their own schedule and workload
• Role-specific content that better speaks to their position within the organization
• Tailored learning paths to create a clear career trajectory from the outset{emphasize}

Factors like this establish you as an employer who understands the value of each employee and trusts them to be autonomous. Plus, it helps new hires see a future with your company, which makes people more likely to stick around in the long run.

3. Enhancing engagement and connectivity

You can create a more engaging onboarding experience by adding interactive training modules and other dynamic elements in new hire workflows. This is especially powerful for remote employee onboarding and fostering connections among distributed workers. An onboarding platform can become like a community hub, giving new employees a clear space to interact with their team, manager, and collaborators.

{emphasize}Workleap Onboarding offers features like:

• Virtual introductions that showcase your team’s personality and build connections
• Team collaboration tools like mentor pairing to set new hires up with a buddy or guide
• Interactive guides to capture people’s attention and improve information retention{emphasize}

These elements make for a more human and interesting experience. It’s easy to feel disconnected when you’re not in a room with people, and creating a virtual social space helps new hires feel like they’re part of the team.

4. Continuous feedback and adaptation

What’s better than a well-crafted onboarding program? One that evolves over time and gets better with each iteration. Onboarding software helps you collect feedback from new hires about their experience, providing you with crucial insights into what’s working well and where there’s opportunities for improvement.

{emphasize}Workleap Onboarding offers features like:

• Real-time tracking of new hire progress to get a sense of timelines and work styles
• Automated surveys to gather data and feedback on the onboarding experience
• Commenting and reactions to collect micro-feedback and user signals{emphasize}

You can rely on the clear and comprehensive reports provided in the platform not just to help you measure your onboarding process but also to inform its evolution. That way, you won’t have to do a major overhaul down the line because you’ll be fine-tuning it consistently.

How Lexop modernized its onboarding with Workleap Onboarding

Fintech startup Lexop recently found itself struggling to keep up with the demands of its manual onboarding process during a period of rapid growth. Personalizing onboarding plans for each new hire and crafting an engaging remote onboarding experience was taking too much precious time away from hiring managers and their people ops team.

Not wanting to sacrifice an exceptional experience for new employees, Lexop turned to Workleap Onboarding for support. Some of the top features that strengthened their onboarding process were:

• Customizable onboarding plan templates to speed up planning
• Video requests to gather custom intros from multiple team members
• Automated notifications and reminders to keep everyone in the loop

Workleap Onboarding made for an easier process among the HR team, but also an improved experience for new hires:

I am really glad that Lexop used Workleap Onboarding as an onboarding tool. It made my life a lot easier.

Sukritha SK QA Specialist at Lexop

{emphasize}Lexop was able to hit growth objectives while getting newbies up and running smoothly by implementing Workleap Onboarding.

In 18 months, they achieved a:

• 200% increase in headcount (37 new hires)
• 100% employee retention rate
• 98% new hire satisfaction rate

Now, those are some results worth celebrating!{emphasize}

Onboarding software gets new hires up to speed—quickly

If you want your employees to achieve their highest potential and help you outperform the competition, it’s essential to give them a rock-solid onboarding experience. Onboarding software streamlines your workflow and helps foster clarity, alignment, and connection. This builds engagement and trust early on, empowering new hires to do their best work.

To experience the power of onboarding software first-hand, book a free demo of Workleap Onboarding. We’ll be happy to walk you through the features that will impact your team the most and help you see how the right tool can transform your onboarding process!

Modern performance management is all about agility and continuous improvement — where feedback is at the center. However, feedback can make or break the bank of employee motivation and performance. So what's the magic formula?

This article is your guide to mastering the art of continuous feedback — a tool that fuels employee engagement, team synergy, and growth.

The importance of feedback within continuous performance management

Regular and constructive feedback is the backbone of a company's performance management practices. It isn't just a routine check-in. It's a continuous conversation that empowers employees to perform at their best. It's a tool that enables managers to be agile and make better decisions based on the insights it reveals.

Unlike more traditional models of performance management, feedback in a continuous agile system allows managers to intervene and employees to flag concerns at need, rather than wait for the next performance review to be able to connect.

From driving productivity to keeping everyone on the same page, continuous feedback provides clarity and support, ensuring employees know their strengths, areas of improvement, and the next steps they need to take.

{emphasize}What is continuous performance management?

Continuous performance management is a dynamic approach where managers and employees adapt performance activities to changing circumstances, in real-time, while staying aligned to overarching goals.{emphasize}

7 ways feedback helps improve employee performance

Feedback can be a game changer for individual employees and teams alike. Whether positive or constructive, the point of feedback is to support performance and move things toward successful outcomes during and between performance reviews. Here's how:

1. Increased professional (and personal) confidence

Positive feedback isn't just a pat on the back — it can boost an employee's confidence big time. When people receive recognition for their achievements, it reinforces their belief in their own abilities, which can lead to even more confident and effective performance. In essence, positive feedback is positive reinforcement.

2. Enhanced skills and knowledge

Without feedback, employees have to no way to know if they're on the right path or way off. Feedback is the gateway to growth and skill development, as it provides an opportunity for managers to suggest training, mentorship, or resources that can help employees acquire the necessary skills and knowledge to excel. And if the feedback is continuous, so is the improvement.

3. Increased adaptability

The workplace is constantly changing — whether it's with new technology, processes, or management methods. Feedback helps employees navigate these changes, as a key part of transparent communication and support, ensuring employees remain flexible and ready for whatever comes their way.

4. Quicker behavioral changes

Addressing specific behaviors or habits that need adjustment through employee feedback is the quickest way to course-correct. It helps nip things in the bud before little red flags become serious problems. This could be gaps in punctuality or time management skills. Thanks to pinpointed feedback, employees can make swift, effective changes that are necessary to perform well.

5. Better alignment with organizational objectives

Linking an employee's work to the broader organizational goals is a powerful motivator for improvement. It helps them see the connection between their performance and the success of the company, and understand the value of their impact. Feedback serves as the connective tissue, communicating the correlation between an employee's actions and results.

6. Heightened innovation and creativity

Constructive feedback is the muse for confidence and innovation. It can encourage employees to think outside the box and find creative solutions to any challenge. Feedback serves a culture of open communication, which fosters an environment where employees feel safe enough to share their ideas and try new things. This leads to improved performance through new approaches.

7. Faster conflict resolution

There's almost nothing as unproductive as tension between colleagues. Addressing interpersonal conflict head-on prevents good vibes from taking a hit and tanking team spirit. Feedback helps employees develop strategies for resolving issues, improving their relationships with each other, as well as improving teamwork and overall performance.

Feedback delivery best practices

Feedback is at the heart of growth and performance improvement. But there is an art to it. Managers have the crucial responsibility to deliver effective performance feedback to see positive changes. Whether given during a performance review or an in-between check-in, here are best practices for delivering feedback with impact:

Be timely

When it comes to impactful feedback, the clock is always ticking. Managers recognize there's a certain window of time to provide feedback for it to be relevant and most effective. It's important to provide feedback as close to the observed behavior or performance concern as possible, rather than rely on performance reviews to be the only opportunity for conversation. Swift feedback not only keeps the details fresh in the employee's mind but also allows for immediate improvement, preventing further performance issues from continuing.

Timeliness is just as important for positive feedback too. When managers acknowledge accomplishments when they occur, employees feel recognized. Delaying on recognition may leave an employee feeling like their efforts are overlooked and underappreciated.

Focus on behavior and results

As with all effective communication, feedback needs to be clear and specific. Impactful feedback is objective, addressing specific behaviors and outcomes, rather than personality traits. Managers should stick to observable and measurable actions, which then gives employees something concrete to work off of. This is why KPIs are helpful reference points during feedback — it's about the numbers, not the nuances.

Stay objective

Elaborating on the above point, great feedback maintains an unwavering commitment to objectivity. This means that feedback should be free from bias or personal judgments, and based on facts and evidence. Managers should avoid making assumptions or sharing their performance appraisal comments based off of emotions.

Objectivity is important to maintain throughout the entire performance review process. It sets the tone for constructive dialogue and fair, unbiased evaluations along the employee journey.

Use the "sandwich" approach sparingly

The sandwich method is a great communication technique — especially for feedback conversations. Managers start with praise, deliver the feedback, and then end with praise. The idea is to cushion less-than-positive comments between positive reinforcement to help employees not lose motivation as they look to improve their performance.

While the "compliment-critique-compliment" method can be very effective, it's important to use it only when appropriate. Directness is key when delivering feedback, and diluting the main message may obscure an employee's necessary course of action. Managers need to choose reinforcement moments wisely — they have to be genuine and complement the overall feedback.

Be specific

Ambiguity is one of the top killers of effective feedback. If employees feel unclear as to what managers are trying to tell them, they can't understand what aspects of their performance need improvement or what steps need to be taken. For feedback to be effective, managers need to provide concrete examples and details to illustrate their points.

Offer solutions — or brainstorm them together

A manager's role extends beyond highlighting problems — it's also about supporting employees in their performance. Whenever possible, they should suggest practical solutions or steps for improvement within feedback moments. Otherwise, employees might be left hanging, and unclear on how to improve.

Sometimes, two brains are better than one — problem-solving can also involve collaboration. Why not transform a performance review into a shared brainstorming session? Not only does this help uncover realistic solutions but it demonstrates a manager's commitment to helping their employees learn and grow. This can really strengthen the employee-manager relationship, and motivate the employee even more by feeling supported.

Create a safe space

Being on the receiving end of feedback is a vulnerable position. An effective performance review or feedback session occurs in a safe and private environment where employees can openly discuss their performance without fear of judgment. This paves the way for constructive conversations.

Remember, feedback isn't about pointing fingers. Active listening, role-play, and self-reflection are great strategies for managers to develop empathy and meet the employees at their level.

Listen actively

It's also important for managers to offer an attentive ear and undivided attention during feedback sessions. After all, feedback is an exchange, and listening is just as important as speaking. Being a good listener is an essential skill for managers to have.

Allowing employees to respond to feedback, ask questions, seek clarification, and even give feedback on the feedback itself, lets the employees know that their perspective is valued and respected during their performance review.

Use "I" statements

In the art of feedback, personal ownership matters. When providing feedback, it's key for managers to express their observations and feelings using "I" statements.

{highlight}For example, saying "I noticed that...," rather than "You always..." avoids creating generalizations and or an environment of blame, and instead creates an atmosphere of understanding.{highlight}

Be constructive, not destructive

The goal of feedback is to help improve performance, not to tear down an employee. Constructive feedback keeps the focus on how an employee can do better rather than just highlighting what was done wrong.

It's important for employees not to dwell on shortcomings and be empowered to take charge of their growth and development. Managers need to steer all performance review conversations towards positive change. Onwards and upwards!

Tailor your approach

Delivery is everything. And different employees might respond to different feedback delivery styles. Recognizing individuality is important for managers to adapt their methods to the unique needs and preferences of each employee. Some employees prefer a straightforward approach, while some might need more "sandwiching". Some employees thrive by diving straight into the next steps, while some might do better with more hindsight analysis to connect the dots on what to improve.

{emphasize}Your continious performance management starter pack

Jumpstart your way to improvement with our free continuous performance management starter pack! A turnkey solution packed with best practices, a performance cycle action plan, a goal-setting worksheet, and sample agendas to help you map out every performance checkpoint.{emphasize}

15 performance review phrases for positive, negative, and constructive feedback

Now, the crux of this article: Performance review phrases to help shape your own feedback around. Here, you'll find examples of different feedback, from positive to negative to constructive.

As with performance management best practices, these performance review phrases serve as templates — the key is to personalize and expand them, as feedback should be tailored to fit the unique needs of each employee performance review.

Positive performance review phrases

Positive feedback is the source of employee engagement, confidence, and motivation. It's a strategic tool that reinforces positive behaviors, making employees feel appreciated and valued, and fosters a culture of recognition.

Scenario 1: When an employee has gone above and beyond on a specific project or task

{emphasize}‍Feedback example: "I just wanted to give you a big shoutout for the fantastic job you did on [specific project/task]. Your dedication and hard work really stood out, and I couldn't be happier with the results. Your efforts are greatly appreciated, and I'm here to help you succeed in future projects. Keep it up!"{emphasize}

Positive performance review phrases like the above show employees that you value their extra efforts, which help drive the company's success and well-being, and encourage them to aim to exceed expectations.

Scenario 2: When an employee successfully leads a challenging project

{emphasize}Feedback example: "Leading the cross-functional team on [specific project] was no small feat, and you handled it with tremendous skill. I wanted to commend your leadership and how you helped other team members navigate the ups and downs to get it delivered. You demonstrate great potential to take on more leadership responsibilities in the future, and I'd love to support you in that if that's something you're interested in."{emphasize}

This positive employee feedback example shows employees that you take notice of leadership wins, and appreciate their contribution to team success.

Scenario 3: When an employee demonstrates exceptional problem-solving ability

{emphasize}Feedback example: "I've noticed the way you tackle problems head-on and I am impressed. It's been a game-changer for the team. When [specific issue] required a strategy, you delivered. You should be proud of your problem-solving skills, as they're a tremendous asset to our success. Keep up the great work, we're lucky to have you!"{emphasize}

This positive employee feedback example shows employees that their tactical or strategic skills don't go unnoticed, and tie into helping achieve overall company objectives.

Scenario 4: When an employee took the initiative to improve a process

{emphasize}Feedback Example: "I noticed how you took the initiative to improve [specific process]. It's had a big impact on our team flow, but what impressed me even more was how proactive you were in identifying that there was a problem and solving it! You've stepped up as a great example for the rest of the team, and I appreciate your commitment to continuously improving how we work. Let's keep working together to make our processes even better!"{emphasize}

Positive performance review phrases like the above remind employees that when they step up, their initiative is rewarded. It further nurtures a culture that values proactiveness.

Scenario 5: When an employee consistently provides support to other team members

{emphasize}Feedback example: "I have to say, you've been a huge help recently with [specific example] and [specific example]. As teammates, it's a given that we help each other, but I've noticed you go above and beyond to assist your peers. Your willingness to lend a hand to other team members, and share your knowledge, as well as your teaching skills, has really shined. I'm here to help you step into mentorship opportunities if that's something that sounds up your alley."{emphasize}

This positive employee feedback example highlights a culture of collaboration, and that certain abilities are not only recognized but nurtured to help employees progress in their careers.

Constructive performance review phrases

The objective of constructive feedback is to recognize an employee's contribution while also highlighting areas of improvement — be it about communication skills or time management. For feedback to be constructive, it must frame things so employees understand how improvement will serve them and their team.

Scenario 6: When an employee gave it their all in a project but didn't hit the goal they set out to achieve

{emphasize}Feedback example: "I do not doubt your dedication to the [specific project], and your hard work and efforts have been commendable. While you didn't hit the goal(s) we initially set, like with [specific goal], I feel there's loads of learning potential here to hit a home run next time. Let's chat about what went well, and what could've been better, and figure out a strategy together for when you take on new projects. Your work here is really valuable, and I'm here to make sure you can achieve even more success!"{emphasize}

Performance review phrases like this one communicate that even if employees don't quite hit the mark, their efforts are still appreciated and they can feel reassured that their manager is there to help them improve.

Scenario 7: When an employee demonstrated strong leadership skills but didn't properly delegate tasks

{emphasize}Feedback example: "I really appreciate your leadership on [specific project]. There's no doubt about your strengths. Although, I feel there's room for growth in some specific areas, like delegation, and I'm here to help you work on that. For example, [specific example] could've gone better to avoid [related concern]. Let's take some time to discuss a few strategies to improve your delegation skills. Your leadership potential is something worth nurturing, and I have no doubt that if we refine this key aspect you'll be taking charge flawlessly."{emphasize}

This feedback example sandwiches constructive criticism between praise and encouragement so that employees can understand that improvements are opportunities for future success, not setbacks.

Scenario 8: When an employee's communication skills can be improved for greater clarity

{emphasize}Feedback example: "As you know, communication is vital for any project. I love how communicative you were on [specific project], but there were a couple of instances where clarity could've been better to avoid [related issue]. Don't worry, I've been there before. If we refine this skill, I'm confident communication will feel smoother. I have a few tips on how to be clear and concise, so let's explore ways we can help you structure and enhance your communication skills."{emphasize}

This feedback example also uses the sandwich method, making sure to include praise along with constructive criticism. It also demonstrates empathy from the manager, creating a safe environment where the employee can feel empowered in the opportunity to improve.

Scenario 9: When an employee shows promise but could use additional training

{emphasize}Feedback example: "I love how creative you were when tackling [specific task]. This really demonstrates how much potential you have to succeed. However, it made me realize that additional training in [related skill] could help you improve. Let's chat about some skill development opportunities I have in mind for you. I'm confident that the right training will do your creativity justice in the long run."{emphasize}

This constructive feedback example uses positive reinforcement and praise while steering the employee toward improvement opportunities. It communicates to them that the company sees the value in their creative solutions, and is willing to invest in their success.

Scenario 10: When an employee has provided great individual contributions but could improve on team contributions

{emphasize}Feedback example: "All your recent individual contributions to [specific project] have been valuable, so keep up the good work! That said, I'd like to encourage you to get more involved when it comes to teamwork and collaboration. When we work together instead of alone, and leverage each other's strengths, both our collective and own success shines. Let's talk about a few ways we can make sure you get more involved."{emphasize}

This constructive feedback example acknowledges current value while highlighting where more value could be unlocked. It reminds the employees of the greater picture and how they can have even more impact if they improve collaboration.

Negative performance review phrases

Not every feedback conversation is easy. Some are a little trickier and more delicate. This is the case when feedback addresses larger issues, like poor performance. While managers need to remain empathetic, it's also crucial for them to be clear on the fact that remedying these issues is non-negotiable.

Scenario 11: When an employee has been repeatedly missing deadlines

{emphasize}Feedback example: "I've noticed a pattern of missed deadlines recently, such as with [specific example] and [specific example]. As you know, meeting deadlines is critical, and this can't keep happening, so let's discuss this issue to see how we can remedy this. I want to understand the challenges you're facing so we can put in place an effective plan to improve your time management. Sounds good?"{emphasize}

By ensuring specific examples are given to back up a manager's concern, performance review phrases around a negative situation remain objective and fact-based. It also ensures that employees are reminded of company standards and that they are supported in their own improvement.

Scenario 12: When an employee's toxic attitude is affecting the team's morale

{emphasize}Feedback example: "I need to talk to you about concerns that have been raised regarding your interactions with the team. Based on peer feedback and my own observations, it's become apparent that your attitude is impacting team morale. I might not have the full picture, but I want us to have an open, one-on-one conversation about what's going on, and hear your perspective too, so we can work on this problem and agree on ways to foster a more positive team environment. Can you block your schedule one hour before the end of the day so we can address this ASAP? "{emphasize}

This negative feedback example is straightforward, objective, and prompt. It sets out the next steps to fix an attitude issue right away instead of letting it fester, while also communicating openness towards the employee's perspective.

Scenario 13: When an employee displays resistance to feedback

{emphasize}Feedback example: "Open communication is important at [company], and receiving and incorporating feedback is essential for your professional growth. As your manager, my goal is to support your improvement but I feel there's been some resistance to my feedback. This dynamic can limit your development, and I want to see you succeed. Let's take a moment to discuss the reasons behind this resistance. I will be open to your perspective, as I trust you'll be open to mine, so we can figure out a more constructive way forward together."{emphasize}

This negative feedback makes sure to show openness and willingness towards the employee, while also setting a firm tone that standards aren't being met. It also frames this improvement in direct correlation to the employee's success.

Scenario 14: When an employee struggles to adapt to change

{emphasize}Feedback example: "I know changes aren't always comfortable, but they are par of the course in the workplace. Being able to adapt is essential to succeeding in your role. I've noted a few instances where you've struggled in your ability to adapt, like when [specific example]. Let's explore what strategies we can put in place so you can develop your adaptability and have a smoother experience in the future."{emphasize}

Starting the performance review phrases with empathy helps employees receive negative feedback better and sets the tone for collaboration. Stating clear examples to back up statements also provides clarity and validity to feedback.

Scenario 15: When an employee's lack of collaboration impacts team performance

{emphasize}Feedback example: "Collaboration is fundamental to our team's success, and your limited collaboration lately has been noted. This isn't something I can ignore, as it could keep impacting our collective performance. I'd like to schedule a one-on-one with you to talk about the reasons behind this. I've witnessed your past successes, and this lack of teamwork doesn't seem like you. So let's find ways to get you back into a more collaborative spirit, which is important for me, your colleagues, and your own success."{emphasize}

Performance review phrases like the above are designed to remind employees of company standards when it comes to collaboration, while also communicating that no problem can't be fixed when we come together to find solutions.

How self-assessments supplement manager feedback

The more insights the better when it comes to well-rounded feedback. But it's not a one-way street, where feedback solely relies on a manager's point of view. Feedback is a collaborative journey, and employees play a crucial role in their own growth and development too.

Why you shouldn't skip self-assessments:

• They foster ownership and accountability: Self-assessments invite employees to reflect on their own performance. This is an important exercise that puts accountability and ownership of one's success back into their hands.
• They provide a holistic understanding of performance: Self-assessments offer an additional layer of perspective to feedback, allowing both the employee and manager to complete the picture. Pooling from employee insights might reveal important details to the story otherwise overlooked — be it root causes, additional context, or misunderstandings. This helps everyone have a more holistic view of performance.
• They help tailor performance plans: Self-assessments are powerful instruments to feed the next steps after performance reviews. Their insights reveal how to customize performance plans so they hit the nail on the head of what needs to happen for employees to improve.
• They set the foundation for a strong feedback culture: Continuous feedback is an honest, transparent, and constructive back-and-forth. Self-assessments encourage employees to take an active part in feedback giving and receiving, which feeds into a culture of communication and collaboration.

Following up after feedback: What to do after performance reviews

Let's say you've leveraged our performance review phrases, provided stellar feedback, and have just concluded a performance review meeting. Now what?

The conversation doesn't end here. On the contrary! Continuous feedback is an ongoing dialogue throughout the entire employee life cycle. After performance reviews, managers and employees both have the responsibility to keep the momentum going. Here are the key follow-up actions:

Encourage questions

After performance reviews, encourage employees to ask questions about the feedback received. Give them some time to think about it, as they might not think of questions on the spot and need some time to process the performance review. Keep the door open should they ever come back with questions — extra clarity is better than not enough.

Ask for feedback on your feedback

Sounds like a mouthful? We call this the feedback loop. Performance reviews are opportunities for everyone to learn — managers included! Just like room for questions, it's important to invite employees to give feedback on the feedback they received. They might be able to highlight what parts of the feedback have been most constructive, so you can better adapt your feedback style to them in the next round.

Set clear next steps

Thesky is the limit when it comes to the next milestones. After a performance review, define actionable steps and goals for the employee, based on the feedback. Of course, make sure these steps are realistic and appropriate. This is an exercise that should be done together, nurturing engagement and collaboration as a key part of growth and development. When employees have a clear roadmap in front of them, they're more confident and empowered in what's necessary to make progress and move forward.

Set them up for success with the right resources

To support employees in their next steps, managers also have a duty to equip them with what they need to succeed. The conversations within performance reviews should reveal materials, training, or other resources needed for employees to meet their objectives. This step is crucial — otherwise employees, no matter how willing, can only do so much without the right support.

Monitor progress

There are several ways to track an employee's progress after the improvement plan agreed upon after performance reviews. Managers can rely on different metrics, such as key performance indicators (KPIs) or objectives and key results (OKRs) to monitor how well things are going. Qualitative observations, feedback from other team members, and additionally self-assessments should also be leveraged to keep a finger on the pulse of progress.

Check-in between your next performance review

The end of one performance review marks the beginning of preparation for the next. But what happens in between? Plenty. Regular check-ins and additional self-assessments maintain the momentum and continuity of the performance conversation. These moments don't have to be as involved as standard performance reviews but they do ensure that employees stay on course. Check-ins, even if informal, provide the opportunity to make adjustments as needed, instead of waiting too long for managers to intervene.

Adjust your approach

Flexibility is key in continuous performance management. And so must the next steps be! Assessing the effectiveness of the feedback process and remaining open to adjusting the plan as needed is an important mindset to have. After all, a manager and employee might both agree on the best next step after a performance review, only to find out later down the road it might not have been fit for purpose. While performance reviews do set the tone for improvement plans, they aren't set in stone either.

Setting up teams for success with performance feedback

It's cliché, we know, but success truly isn't about the destination — it's about the journey. And with the right performance management approach, there's no stopping your teams along this adventure.

By weaving feedback into the day-to-day, keeping it real with each other, and staying agile, you're already on your way toward a bright future of continuous improvement and perpetual growth.

Equip HR and managers with tools to engage, recognize, and drive performance.

Explore Officevibe

‍

The workplace is undergoing a transformative evolution. Facing a surge in resignations 40% higher than in pre-pandemic times, the need to keep up with rapidly emerging technology, a volatile market, and the integration of a new generation of workers (to name a few) — the stakes are high for HR professionals.

These changes have intensified the pressure to retain top talent and maintain operational efficiency amidst the turbulence. In response, a strategic shift is unfolding within HR circles, where the spotlight is increasingly focusing on talent development, with skills mapping emerging as a critical tool. 

‍

Skills mapping: A must-have approach to talent management and development 

Skills mapping is pivotal to understanding and enhancing employee capabilities and making sure that entire organizations, team by team, are equipped for both present and future needs. If leadership has a murky view of employees’ skills and competencies, how can they make accurate and strategic decisions for organizational growth? 

{highlight}For instance, consider a technology firm that realized its project teams were consistently missing deadlines. An in-depth skills analysis revealed a gap in advanced project management and Agile methodologies among team leads. By gaining clear visibility into these specific skill deficiencies, the HR department was able to implement targeted training programs. As a result, the firm saw a 30% improvement in project delivery timelines within six months, underscoring the strategic advantage of having a transparent view of employee competencies.{highlight}

This kind of skills visibility empowers HR professionals to make well-informed decisions, accurately identify skill gaps, and create targeted development plans.

While there is no perfect formula for organizational success, leaders across 40 countries can agree—the top HR priorities for 2024 must be operational effectiveness, career and change management, and investing in the right technology. And at the heart of fulfilling these priorities lies the powerful solution of skills mapping.

{emphasize}SKILLS MAPPING 101

What
Skills mapping is a strategic process used in human resource management to assess, identify, and record the skills and competencies of employees within an organization. It involves creating a detailed inventory of your employees' skills, including technical abilities and soft skills.

How
This process typically includes evaluating individual employee skills through various methods such as performance reviews, aptitude tests, or self-assessments. The gathered information is then organized and visualized, often as a map or skills matrix, allowing HR, leadership, and managers to identify gaps in competencies and areas for improvement quickly.

Why
Skills mapping can be used to measure both technical and soft skills. It plays a pivotal role in organizational success by making sure that your workforce is well-equipped with the necessary skills to meet current and future challenges, driving growth and innovation.{emphasize}

Benefits of skills mapping

Skills mapping is critical in many strategic aspects within an organization. Leadership and managers use these maps to make informed workforce planning decisions—from succession planning to forming the right teams for specific projects. Skill maps can also pinpoint skill gaps to help make strategic decisions on training and development as part of continuous performance management.  

Because skills mapping is a technique that utilizes data and removes bias for making talent-related decisions, benefits include (but aren’t limited to): 

• Enhancing performance management objectivity 
• Elevating the efficacy of employee training programs 
• Refining recruitment processes
• Enabling strategic succession planning 
• Fostering an inclusive workplace culture 

With 64% of Learning & Development experts advocating for the reskilling of existing teams to address skill gaps the importance of skills mapping in today's HR landscape is clear. It has evolved from a supplementary tool to an indispensable practice for HR professionals dedicated to effectively navigating the intricacies of modern talent development.

Putting the focus on talent development for talent retention 

When over 65% of employees report that they would likely stay with their employer if they tried to upskill or reskill them, the link between talent development and retention has never been so strong.  

By prioritizing skill-building opportunities and career progression plans, companies can better foster engagement, motivation, and job satisfaction in a way that resonates with the needs of today’s workers. 

In an environment where skill requirements are ever-changing, the ability for employees to grow alongside the organization is invaluable. 

Talent development is pivotal for the long-term success of a business, ensuring a skilled workforce ready to meet future challenges. Skills mapping serves as the strategic foundation for this ongoing talent development, directly contributing to employee retention and organizational resilience. 

Making skills mapping more accessible: 6 essential steps

In our journey towards democratizing skills mapping, it's essential to have a clear, structured approach. This 6-step framework is designed to make skills mapping more accessible, inclusive, and effective at your organization.

1. Define clear objectives and skills needs
   
   Begin by establishing the purpose of your skills mapping initiative. Objectives could range from talent development to recruitment.
   
   Example: Say your company aims to identify potential leaders for succession planning. The required skills include leadership, strategic thinking, and industry-specific knowledge.
2. Focus and establish guidelines
   
   Narrow down to specific skills and roles needed to achieve your objectives. Set guidelines for assessment methods, ensuring they are inclusive and consider diverse learning and working styles.
   
   Example: For leadership roles, include assessments that measure strategic thinking and emotional intelligence, not just technical skills.
3. Implement skills assessments
   
   Conduct assessments using the established methods, making sure that they are accessible to all employees. This means taking into consideration factors like: 
   
   Technical accessibility
   Does everyone have the right user access if conducted online? Does the evaluator have complete visibility of all data needed?  
   
   Location
   Is your workforce in-office, hybrid, or remote? Will equal options be available to all, no matter where they work? 
   
   Language
   Are instructions and tests made available in a language the employee understands easily?
   
   Example: Use a combination of self-assessments and performance data to evaluate potential leadership skills.
4. Gather comprehensive feedback
   
   Collect feedback from peers, managers, and other relevant stakeholders to get a holistic view of each individual's skills and potential.
   
   Example: Implement a 360-degree feedback process focusing on leadership potential and team collaboration. 
5. Analyze results and map skills
   
   Analyze the collected data to identify skills profiles, strength, weaknesses, and development opportunities.
   
   Examle: Use the analysis to create a talent pool for leadership development, identifying current strengths and growth areas.
6. Make informed and inclusive decisions
   
   Now armed with a clear map showing skills available and gaps, you can make informed decisions that are aligned with organizational goals and promote a culture of learning and development. 
   
   Example: Develop personalized training programs for employees in the talent pool, focusing on enhancing their leadership skills. 
   

Implementing skills mapping strategies with Workleap Skills

While skill mapping like this at the organizational level is essential, it can typically take months of manual work. It then also runs the risk of being outdated the minute it is completed due to constant changes in the makeup of your workforce. Oouf! This is where AI and skill mapping tools like Workleap Skills come in and make it possible for HR leaders and managers to now map their entire organization’s skills in a matter of minutes. 

A tool like Workleap Skills makes it all the more accessible by automating these steps, making talent development a dynamic and shared mission.

Beyond just a tool, Skills encourages active employee participation and ownership in the skills mapping process through its user-friendly, intuitive features, like:

• Drag-and-drop skills assessment
  In just a few clicks, your employees will get a clear view of their skills, rated by their level of expertise for each.

• AI and peer benchmarking
  Workleap uses AI to explain different levels of expertise for each skill in your directory, helping guide employee self-assessment. Employees can also see how coworkers rate themselves, developing self-awareness and sharpening skills mapping accuracy.

• Custom skills and descriptions
  Easily customize your skills and their description so that everyone on your team speaks the same language and remains on the same page. It helps make skills assessments strategically aligned with your objectives and culture.
• Reports
  Get a crystal-clear view of skills from the organizational level to individual teams. From participation reports to skills inventory gaps to advanced workforce segmentation, Workleap gives you full visibility into the DNA of your team so that you can make data-driven decisions.  

See the future of skills mapping in action with Workleap

As the workplace continues to evolve, investing in the right tools is an investment in crafting success stories for both individuals and organizations. Skills mapping is the driving force behind talent development, made tangible with Workleap Skills. Addressing the critical need for visibility into people's skills, Skills is a tool that empowers HR professionals with data-driven insights. It’s a solution that emphasizes the importance of continuous improvement and puts humans at the center of investment.

At Workleap, we recognize that shaping the future of work is a shared responsibility. Our software is crafted to demystify skills mapping, making it an accessible, equitable, and transparent process for everyone. And we know that the value of our innovative solution is best experienced firsthand. We invite you to experience this modern approach to skills mapping directly by booking a demo with one of our product specialists today.

Upholding diversity and supporting your employees are two vital pillars of a healthy workplace. However, supporting diversity requires a genuine deep dive into the employee experience to uncover problem areas. A great way to see how your people are feeling is by sending out diversity, equity, inclusion, and belonging (DEIB) surveys.

Read on to learn how you can incorporate DEIB surveys into your day-to-day to create a positive and thriving corporate culture.

‍

What are DEIB employee surveys?

DEIB stands for diversity, equity, inclusion, and belonging: the four pillars of building strong teams that support an organization's success. A DEIB survey — sometimes referred to simply as a diversity and inclusion survey — aims to collect data and insights on your organization's employee experience by looking at the reality of different demographics.

{highlight}Understand the 11 pillars of employee experience to build an EX strategy tailored to your diverse workforce.{highlight}

Diversity, equity, and inclusion survey questions usually involve a mix of multiple-choice, rating, and open-ended questions for feedback on your organization's practices.

Let's recap these key components:

• Diversity: Diversity in the workplace means recognizing and celebrating differences across your employees — be it gender, race, ethnicity, religion, sexual orientation, disability, or age. When you measure diversity in the workplace and create actionable efforts to improve it, employees will feel safer and more welcome. Implementing recruitment strategies that actively reach and invite a candidate pool of diverse social and cultural backgrounds is a great way to bring diversity to the forefront of company culture.
• Equity: Equity in the workplace refers to providing employees with fair opportunities and resources they require to flourish in their careers. Everyone has different needs, so equity is about tailoring programs and other support initiatives to individuals. Think mentorship programs with specially identified mentors, or flexible work arrangements for employees who need to work around certain home-life circumstances.
• Inclusion: Inclusion encompasses whether employees feel respected and valued among their peers and managers, examining how at ease your employees feel in the workplace.To foster a more inclusive environment, organizations can hold bonding activities or host interactive workshops that promote honest conversations to consider diverse perspectives.
• Belonging: Belonging is the emotional aspect of DEI initiatives. Employees should feel comfortable and accepted as they are in the workplace. Belonging is crucial to cultivating a space that is truly inclusive for all. Acknowledgment and recognition go a long way — from birthdays to personal milestones to cultural observances, there are many opportunities in the calendar year to create shared celebrations. Gender-neutral bathrooms, breastfeeding rooms, or prayer areas are also ways to foster belongingness in the office.

Asking the right diversity, equity, and inclusion survey questions — why it matters

Companies leverage the insights of DEIB questions to measure current policies and weed out areas that need improvement. If you ask pointed questions, you can only access a true, holistic view of your workplace environment to measure diversity, equity, and inclusion.

They help managers overcome obstacles

Diversity and inclusion surveys help managers gain more helpful results, which leads to more responsive action. Vague survey questions warrant unhelpful responses, but targeted queries focusing on employee sentiment and experience will help you measure inclusion and boost diversity.

Workleap Officevibe data found that 37% of employees don't feel close to their managers — highlighting the fact that a disconnect between leaders and their teams is not uncommon. Without diversity and inclusion surveys, managers might not even be aware of diversity and inclusion issues, unconscious biases, or other inclusion gaps.

They uncover industry-specific issues

While many DEIB practices can apply to all cases, creating an inclusive work environment also has its industry-specific challenges. As a manager, you're deeply connected to your field and might not recognize the widespread diversity and inclusion issues within your industry.

Researchers Paul J. Hickey and Qingbin Cui found that female and LGBTQ employees in construction and engineering fields suffer striking workplace discrimination rates within traditionally male-dominated industries. Male or heteronormative managers may not be aware of this since they do not experience the same reality.

25 DEIB survey questions to make your own

Here, find diversity, equity, and inclusion survey questions to use as examples. Personalize them so they align with your own company's needs and goals.

Diversity questions

Diversity questions like these aim to assess and enhance the diverse richness of your workplace environment. Personalize these questions to align with your company's unique context:

1. Do you think our company has a diverse workforce?

You might stare at numbers and percentages all day and think your workforce boasts decent diversity. However, this means little if your employees disagree. Sometimes straightforward questions offer the most transparent and helpful results.

2. On a scale from 1 to 10, how well does our company promote an inclusive environment regardless of sexual orientation, race, age, nationality, or disability status?

Using a rating system or a check-all-that-apply response for this question can help you identify which groups your company should work harder on including.

3. Do you think our company considers job applications from diverse groups equally?

The people a company hires are a crucial indicator of its diversity and inclusion status. Ask your employees about their experiences with the hiring process and whether or not they felt it honors diversity.

4. Do you feel valued for the work you complete, regardless of your sexual identity, race, disability, or nationality?

You might have a variety of people making up your workforce, but that doesn't mean your company treats each person the same, whether intentionally or unintentionally. Learning who does or doesn't feel appreciated or valued for their skills at work can help you discover where you might need to increase recognition efforts.

5. Do you ever feel unconscious biases within our workplace culture?

Sometimes coworkers, bosses, or business community members might unintentionally circulate biased and prejudicial opinions. Uncovering subtle diverse microaggressions helps reveal what goes on behind the scenes.

6. Have you ever felt uncomfortable discussing your race, nationality, gender identity, or disability with anyone at work?

Everyone should feel comfortable and confident talking about who they are, and that extends to the workplace. Of course, conversations at the office should stay professional, but it's important to connect with your peers on a human level for interpersonal support.

7. Do you have ideas on how our management might improve the diversity and inclusion of our workplace culture?

Open-ended, idea-based questions are remarkable opportunities for improvement. Your employees are the bedrock of your organization and will help you identify any diversity issues they may be facing, and will likely have ideas on how to resolve them.

Equity questions

Equity survey questions focus on unearthing possibly unnoticed inequalities within the workplace. Asking direct questions often helps you discover which employees experience unfair treatment and how you can address those issues:

8. Do managers offer equal opportunities to people of all different backgrounds?

Managers offer opportunities to their employees in many ways, like selecting who will present a sales pitch, dedicating a new client to a certain employee, or picking someone as their go-to associate. Use this survey question to gauge whether or not your workforce perceives that your management allocates opportunities equally.

9. Does our company's career progression system offer equitable opportunities for career growth among all employees?

While everyone's professional trajectories and ambitions take different shapes, companies should offer equitable opportunities for all employees and offer incentives to boost employee engagement like promotions, raises, and bonuses. Ask your team this question to ensure that you're promoting employees fairly.

10. Do you think everyone gets treated fairly within our organization?

Sometimes, asking straightforward questions can help you receive the best survey results. You could use an open-ended answer for employees to discuss how they feel about fairness or offer a rating scale to gather quantifiable data on equity.

{highlight}💡 We recommend leaving this survey question anonymous so that employees feel at ease answering transparently.{highlight}

11. Have you ever noticed favoritism in the workplace? If so, how did it happen?

Favoritism is a privilege and comes in many forms; most managers often don't realize they're doing it. Maybe you tend to pick the same people repeatedly for the most sought-after tasks or never consider certain people for projects with big payoffs. Other team members are likely to be aware of this, hence why diverse opinions matter.

12. Does your management team support disabled employees' needs?

Equity requires supplying each person with the tools they need to succeed, regardless of who they are and what abilities or disadvantages they might have. Providing differently-abled persons on your team with the necessary support creates a more accessible and equitable work environment.

13. Does management practice transparent communication for everyone regarding pay, promotions, and opportunities?

Each manager practices transparency and communication differently. Regardless of your preferred methods, you want to ensure that everyone receives the same information. Use this question to determine the perceptions of how well your managers communicate with everyone on their teams.

14. How can we improve our equity efforts?

Just like at the end of the diversity survey, we recommend offering an open-ended box where employees can offer ideas on possible and suggested equity improvements.

Inclusion questions

Inclusion survey questions aim to uncover how people feel about the company's entire environment, including their peers, managers, workload, projects, meetings, discussions, and more. Personalize your inclusion survey questions to assess current policies or initiatives.

15. Does the senior leadership team prioritize inclusion initiatives?

Managers must take action on employee feedback surveys to show their commitment to change. Even if you don't think your organization has diversity and inclusion challenges, employees will still expect you to make constant positive strides toward improvement. Use this question to learn whether or not your team thinks your management prioritizes diversity and inclusion.

16. Do you feel comfortable sharing your opinions and ideas with coworkers and managers, even if they differ?

Feeling included means feeling comfortable enough to join conversations. Often, when someone feels shunned because of their race, gender, sexuality, or other identifying factors, it signifies an inadequate level of diversity and inclusion in the workplace.

{highlight}💡 You might consider offering an open text box where employees can add names of anyone they specifically don't feel comfortable speaking with to help you discover problem areas.{highlight}

17. How would you rate our company's inclusive culture on a scale from 1 to 10?

Often, a diversity and inclusion survey provides insight but no measurable results to compare against other metrics in the future. We recommend using a rating scale between 1 and 10 so you can quantify results and see how well any new policies improve diversity and inclusion survey scores.

18. Are you confident in sharing your opinions with management, even when they contradict the "norm?"

Some employees might feel intimidated by their managers, especially if they hold a contrary opinion. Certain groups may feel less inclined to share their thoughts out of fear of retribution or discrimination.

19. Has anyone at work discriminated against you because of your race, ethnicity, religion, political beliefs, or cultural background?

The main goal of this question is to uncover discrimination in any possible area of the workplace. Discriminatory actions could include comments from other coworkers, clients, customers, interns, or any other stakeholder.

20. Do you have ideas on how we could introduce more inclusion efforts to improve workplace culture?

Again, we recommend closing your diversity and inclusion survey questions with an open-ended, qualitative idea response form. Let your employees offer their ideas and feel heard. You'll likely gather excellent information from their opinions.

21. Did this diversity and inclusion survey feel helpful? If not, what inclusion questions would you like to see next time?

Asking a general question about the survey itself can help improve your questions for the next survey. You may have missed a key question on sexual orientation, or perhaps employees would prefer a different rating scale to answer their questions. Letting your team advise you on future questionnaires can boost survey completion and employee engagement rates.

Belonging questions

Belonging in the workplace is crucial for creating a supportive environment where employees feel accepted and valued. Personalize the following questions to how strongly your employees feel they belong within the company:

22. On a scale from 1 to 10, how included do you feel in team activities and discussions?

Sometimes, asking if an employee feels they belong might be too open-ended. Steering questions towards specific contexts that are linked to belongingness, such as asking about their experience with team activities and discussions, might reveal more insights

23. Have you ever hesitated to express your authentic self at work?

Gauging belongingness is not as straightforward as with other components of DEIB surveys. Think of creative questions that prompt different ways belonging (or lack of) can manifest in employees or present in how they experience work.

24. Are there specific aspects of our workplace culture that you believe contribute positively to a sense of belonging?

To complement employee insights on what could use improvement, include questions that assess what initiatives are working well. This allows decision-makers to assess what DEIB activities are having the most impact, and understand what to invest in more or less of.

25. Do you have suggestions on how we can enhance the overall feeling of belonging for employees?

It's good to use open-ended questions that allow employees to answer how they want. Some might provide a lot of insights, while some might be more reserved. Regardless, some answers may reveal surprising truths when not confined to pre-define multiple-choice answers.

8 tips for boosting employee engagement on your survey

Nudging your employees to take the time out of their day to answer survey questions can be challenging. We recommend using the tips below to boost employee engagement and participation rates across your surveys:

Tip #1. Pick the best questions from our list above and personalize them to your business

Every employee, every team, and every company is unique. Customize your diversity and inclusion surveys so that questions reflect the nuances of your business. You could ask questions about how recent industry trends have impacted employees on a day-to-day, or their opinion on a specific inclusion initiative at work.

Tip #2. Make the survey anonymous

Some topics can feel vulnerable, and anonymity allows employees to freely express themselves. At the end of the day, you want survey answers to be honest, not censored. Leverage the anonymity features of online surveys, which work like a digital anonymous feedback box.

Tip #3. Communicate the survey objectives

Avoiding ambiguity here is key. When you provide context to employees, they can better understand the purpose behind the questions, which might encourage them to invest a little more in their answers. Something as simple as "We are exploring remote work scheme possibilities, and your insights would help us decide what's best collectively" does the job.

Tip #4. Carve out a time so everyone can fill out inclusion surveys

When days get busy, it's hard to find time for non-urgent tasks. DEIB surveys might get bumped back up the pipeline if employees have to prioritize client calls or project deadlines, so make sure you help employees schedule time to complete the survey without stress.

Tip #5. Make all questions optional, so no one feels pressured

Some employees might feel uneasy answering questions — and even more so if it's mandatory. Employees are entitled to privacy, so questions about personal life or sexual orientation should always be optional. Try open-ended questions, which allow employees to choose what aspects they want to answer unnecessary pressure.

Tip #6. Offer multiple response formats

Because people have different communication styles, one-size-fits-all inclusion surveys might not capture everyone's input effectively. Using a variety of response formats, like multiple choice or open-ended text boxes, allows you to collect both quantitative and qualitative data.

Tip #7. Share survey results with your team for transparency

To create a culture of openness, transparency has to go both ways. Just like you include employees in collecting answers, include them in accessing insights, too. This could look like a post-survey recap once all data has been compiled.

Tip #8. Follow up with additional surveys after you introduce new policies

Changes within companies are a never-ending journey. It's all about evolution! After implementing new DEIB policies, use follow-up surveys to gauge their effectiveness. This practice is part of a continuous improvement culture.

Leveraging technology to bring your DEIB efforts together

Creating effective and helpful diversity and inclusion survey questions isn't easy, but there are solutions out there designed to help you navigate the process.

Workleap Officevibe helps build safe channels between employees and management teams with interactive and engaging survey questions, private responses, and powerful data insights with tools that make tracking data easy.

Request a demo to start building more inclusive and healthier workplaces.

Performance management and performance appraisal are terms that often intertwine in the realm of employee development. Both are distinct approaches, each carrying its own significance. But how exactly are they different?

In this article, we'll break down these two processes, how they function, their unique roles in nurturing employee growth and organizational success, and how you can leverage them together.

Understanding the role of performance management and the performance appraisal process

Performance management and performance appraisals go hand in hand — that's a given. But before we begin to understand why and how, let's make sure we're clear on definitions.

What is performance management?

Think of performance management as applying foresight. Effective employee performance management learns from the past, looks at the present, and adapts for the future.

Traditionally, performance management is about the linear planning of the employee journey, although modern performance management, as we see it today, is more strategic. It looks at the entire performance process and actively optimizes it on an ongoing basis. We call this agile or continuous performance management.

Continuous performance management is a great system for skill enhancement and career progression. Mapping out attainable goals and ensuring regular feedback makes it easy to spot improvement needs and provide training opportunities to better support employee growth and development.

{emphasize}Objectives of performance management

Performance management is a comprehensive approach to employee development and performance optimization. It focuses on continuous improvement, goal alignment, feedback loops, professional development, and creating a growth mindset — empowering employees to strive for excellence and contribute to the organization's success.{emphasize}

What are performance appraisals and how do they work?

Performance appraisals, on the other hand, are a snapshot of how far you've traveled at specific points in time within this ongoing performance management process. Think of the performance appraisal system as applying hindsight.

Performance appraisals, often referred to as performance reviews or performance evaluations, serve as structured assessments of an employee's work-related performance. These evaluations can occur at various intervals, typically annually or semi-annually, and focus on reviewing an employee's past performance.

They serve several important purposes in the professional world — especially when it comes to making decisions on salary adjustments and promotions or providing performance feedback. Appraisals are ultimately a tool for recognizing employee growth and development.

{emphasize}Performance appraisal objectives

Performance appraisals serve a specific purpose within the broader spectrum of performance management. The primary objectives of any performance appraisal are to evaluate past performance, document employee achievements, provide feedback, and identify areas for improvement to set up employees for success — until their next performance appraisal!{emphasize}

Types of performance appraisals

Performance appraisals come in various forms, each offering a unique perspective on an employee's strengths, weaknesses, and overall contributions. Here's a closer look at some widely used methods:

• 360-degree feedback: In this method, feedback is collected from a range of sources, including supervisors, peers, and subordinates. More on this method later.
• Management by objectives (MBO): Here, specific objectives are set for the employees, and their performance is evaluated based on achieving these objectives.
• Rating scales: This method employs a scale, typically from 1 to 5, to rate different aspects of employee performance.

{highlight}Remember: A performance appraisal is a retrospective assessment. While valuable, it's just one piece of the performance management puzzle. To align employee performance with organizational objectives, managers must merge the performance appraisal process within performance management.{highlight}

Key differences between performance management and performance appraisals

When you combine performance management with performance appraisal methods, magic happens. That said, several differences set these two processes apart. Here are ways to understand their distinctions:

Flexible vs. rigid

Performance management is a flexible and adaptable approach that molds itself to the organization's evolving needs and the employee's growth path. Tailored strategies and a customized path is key.

Performance appraisal, in contrast, are slightly more rigid in structure. That doesn't mean they aren't personalized — but it follows a set format so managers don't have to improvise the process and follow a certain evaluation satndard.

Individualistic vs. comprehensive approach

Performance management takes an individualistic approach, recognizing that each employee is unique. It personalizes the journey for skill development and aligns individual goals with organizational objectives.

Performance appraisal, on the other hand, is a more comprehensive process. It evaluates the broader aspects of an employee's performance — the focus is on their overall performance, not individual details.

Process vs. system

Performance management ensures there is an ongoing process that emphasizes continuous improvement. It's a never ending forward-moving journey where each step feeds the next.

In comparison, a performance appraisal is more systematic and periodic. They are events in a calendar, fixed to certain dates to keep up a certain standard.

Qualitative vs. quantitative

Performance management often leans towards qualitative assessments, focusing on behavioral traits and overall performance. It evaluates how employees approach their tasks and responsibilities and appreciates nuances.

Performance appraisal, in comparison, can be more quantitative. It assesses performance using measurable metrics, concrete outcomes, and data — the emphasis is on the numbers.

Past vs. future performance

Performance management takes a proactive approach to improve employee performance. Present performance management is future performance management.

On the other hand, a performance appraisal evaluates past performance. It's a look back, capturing the performance metrics but not actively enhance it. However, the hindsights an appraisal provides feeds the next steps of performance management.

Growth vs. evaluation

Performance management emphasizes growth, development, and learning. It tends to employees where continuous care nurtures growth and success blooms. Job satisfaction and employee engagement go up when you invest in employee performance.

Performance appraisal, in contrast, is primarily an evaluation and documentation exercise. It's takes a snapshot performance at a particular moment, and analyzes it. Which informs the whole performance management process.

Proactive vs. reactive

Performance management is proactive, continually nurturing and aligning employees' efforts with organizational goals. There's always a next step, there's always a movement forward.

Performance appraisal, by comparison, is reactive and conducted at specific intervals. It's like check points along the performance management journey where managers and employees react (adapt) accordingly.

Examples of performance management and performance appraisals

So far, so good? Here are some examples to help you better understand the difference between performance management and performance appraisals:

Performance management

Performance management is an ongoing and forward-looking process, so performance management activities look like:

• Conducting weekly one-on-one meetings to discuss goals, progress, and challenges;
• Offering continuous feedback and guidance to help employees improve their performance;
• Developing a customized training plan for employees based on their needs and career goals;
• Aligning individual employee goals with the company's strategic objectives;
• Recognizing and rewarding employees for their accomplishments in real-time;
• Fostering a growth mindset, where employees are encouraged to learn and develop continuously.

Performance appraisal

Being retrospective assessments, performance appraisal activities look like:

• Conducting an annual review meeting to discuss an employee's performance over the past year;
• Focusing on evaluating past performance, documenting achievements, and areas for improvement;
• Assigning a rating or score to each employee, based on performance over a specific timeframe;
• Comparing employees' performance to predefined standards or benchmarks;
• Using performance appraisal data for compensation decisions, promotions, or terminations;
• Providing feedback on what was done right and what could've been better during the past year.

Remember: It's the combination of both approaches that helps create a well-rounded performance system.

Getting with the times: Modern performance management and appraisals

Modern methods of performance management and performance appraisals have evolved to be more rooted in continuous management practices. They work together to create a continuous performance management system. It's all about open communication, agility, and constant collaboration between managers and employees.

The 5 essentials of a modern performance management system

Modern thinking is understanding that performance management systems can't be a one-size-fits-all framework in order to be effective. Each activity, including appraisals, are tailored to the unique needs of employees.

That said, there exist key essentials to incorporate in your system to ensure your employees can thrive:

1. Keeping track and on track: Having a structure

While agility is key, improvisation isn't recommended. For performance management activties to be as effective as they can be, having a structure is non-negotiable. Managers then have something to work off of, giving them a solid foundation on which they can add the building blocks. A structure also helps motivate employees, empowering them in the next steps, and keeps everyone's on the same page.

{emphasize}Modern performance management software help with this thanks to templates, personalization, automation, and analytic dashboards.{emphasize}

2. It's about proactivity: Anticipating issues and finding solutions

In an effective and modern performance management system, managers proactively identify any issues or obstacles hindering employee performance. We're not just talking about spotting problems but taking action to fix them. By applying vigilance, it becomes easier to anticipate problems too in order to avoid them altogether. It's all about creating a space where your team feels comfortable talking about past, current, and future challenges they face and supporting them through it.

3. Putting a focus on training and development opportunities

Today, performance management is growth-minded. That means the system works not only to improve an employee's performance, but to support them in their professional development too. Companies who offer training and development opportunities boost employee engagement, productivity, and loyalty, making it a win-win scenario for everyone. A modern performance management approach invests in both the short and long-term employee life cycle.

4. Communication is king: Seeing the value in feedback

Feedback comes alive at any point of the performance management cycle, not just within the confines of performance appraisals. Modern practices appreciate the value of feedback, ensuring it to be frequent and employee-centric. By leveraging a variety of feedback methods like real-time feedback, self-assessment, and peer reviews, managers can get a more comprehensive view of an employee's strengths and areas for improvement every step of the way — and cater to less biased, more honest conversations.

5. It's a continuous experience, not a stop-and-go journey

Ultimately, modern performance management systems are holistic to the entire employee life-cycle — from day-to-day to major milestones. It's not just about reserving assessments, adjustments, and support at a set period. If managers and employees wait for annual or semi-annual performance appraisal moments to seek clarity, flag issues, or provide feedback (just like the old school ways) then progress is slow and problems fester. The modern performance manegment mindset is one where everyone engages in regular discussions, addressing performance challenges as they arise, providing instant recognition for achievements, and adapting quickly to changing circumstances.

{highlight}Ultimately, modern methods of performance management and appraisals aim to enhance the effectiveness of the performance management system by making activities more dynamic, holistic, and closely aligned with the ongoing, changing needs of both employees and the organization.{highlight}

4 tips for combining performance management and performance appraisal for the best results

For managers to have the best insight into employee performance, they need to have both a solid performance management system and a structured performance appraisal framework that work hand-in-hand with eachother.

So, how can managers achieve this symbiosis? Here are a few tips:

Tip #1. Alignment and timing is key

Visualize performance management and performance appraisals as two paths trotting along in parallel of each other. Alignment means ensuring that performance appraisal moments correlate with performance management objectives and milestones. This means timing them along with a company's overall performance review, or ahead of salary assessments, so both appraisals and the performance management process feed into eachother.

Tip #2. Clear communication channels

Communication is the oil that keeps this machinery running smoothly. To make sure communication remains continuous, where feedback from performance appraisals feed the performance management process, there has to be clear channels where managers and employees can exchange. These channels should be available at all times, so everyone remains on the same page regarding what's expected even outside of appraisals.

Tip #3. Document everything

It's essential to document performance moments. In the case of performance appraisals, this means keeping track of key performance indicators (KPIs), achievements, and feedback given or received — kind of like a scorecard. But documentation doesn't stop there. Managers should also keep an agenda for every performance check-in. Keeping a digital paper trail of appraisals and throughout the performance management cycle ensures nothing gets lost, and managers and employees have past notes to compare and assess progress.

Tip #4. Establish post-appraisal actions and follow-ups

With continuous performance management, there is no end point — only beginnings of new chapters. This comes alive through post-performance appraisal actions and following-up throughout the performance management cycle. Once a performance appraisal is completed, managers must set out next steps through an action plan, such as assigning training to address employee development needs. To ensure action plans align with continuous management, there should be follow-ups for every action set out.

When should a performance appraisal take place?

As previously stated, timing of performance appraisals is a crucial aspect of performance management. The ideal formula is a mix of planned and ad hoc perfomance appraisal moments.

Planned performance appraisals

Following best practices of applying a structure, some performance appraisal moments should be conducted periodically to capture a snapshot of an employee's performance. Their timing should coordinate with performance management milestones, allowing for a systematic process:

• Annual reviews: The most common timing is an annual performance review. This allows for a comprehensive evaluation, reflecting an employee's performance over a year.
• Quarterly check-ins: For a more frequent touchpoint, quarterly reviews provide a more dynamic evaluation. They enable quicker response to performance issues and adjustments to goals.
• Monthly appraisals: Some organizations opt for monthly reviews. This high-frequency approach ensures that performance is always top of mind and provides employees with immediate feedback and recognition.

The key here is consistency. Whatever timing you choose, sticking to a regular schedule ensures that employees and managers are on the same page about expectations and performance progress.

{emphasize}Ad hoc performance check-ins

Ad hoc performance appraisal moments, or performance check-ins, occur at need through the entire performance management cycle. These can be initiated by either managers or employees — be it to seek clarity, flag issues, or look for support. They are key to an ongoing process.

Check-ins don't have to be as involved or formal as planned performance appraisals, but it is a good idea to still follow best practices of having an agenda, keeping notes, ensuring next steps are set up, and feeding insights back into the performance management plan.{emphasize}

Performance management and performance appraisal: A match made in performance heaven

While not easy, distinguishing between performance management and performance appraisal is vital for effective workforce management. Understanding the strengths of both these processes will help you maximize your performance management strategy.

Both performance management and performance appraisal work hand in hand with each other, and are essential for employee development and organizational success. Balancing them allows managers to nurture current skills, address past issues, and prepare for future growth and success.

It’s that time of year again: annual performance reviews.  

This can be a stressful time for both people managers and employees. For people managers, it’s a ton of preparation work. And for employees, it’s quite nerve-racking to discuss their performance.  
 
While it’s not always easy, feedback and career conversations are crucial for growth. But should they only take place once a year? By the end of this article, you should have a better idea of what type of review cycle is best for your company — and clear ways to get you there.  

‍

Top 7 annual performance review mistakes

If you’re only doing performance reviews once a year, there’s a lot of pressure to get it right. Today, most HR experts would suggest regular, constructive feedback sessions. Big companies like GE, Adobe, Accenture, and Netflix have caught onto the problems with annual performance reviews and dropped them altogether. 

But we’ll let you decide what works best for your company. Whether you want guidance to improve your current process or build a case for revamping it altogether, here are seven performance review mistakes you need to know about.

[ov_cta id="5116621"]

1. Putting in zero effort

The most common mistake employers make in performance reviews is insufficient preparation. 

Oftentimes, performance review prep comes secondary to other, “more important” work — a quick, side-of-desk task to touch between meetings.  

Sometimes, people managers just don’t realize the importance of performance reviews and insufficient preparation is a symptom of inadequate training for reviewers. Or, they understand the importance, but think they can get by with little effort.  

But here’s the thing: people managers set the precedent for improvement. If they don’t put in the effort to review their team, their team won’t put the effort in to improve. 

This is why we recommend frequent performance check-ins with your team members: it’s much easier! It requires way less prep because you don’t have to dig through documents to remember their work from 11 months ago. You don’t have to worry about a lack of specificity or irrelevant feedback. Instead, you can have a short session on their most recent work — and set short, actionable goals for the upcoming months.  

2. Falling for the Recency Effect 

As we touched on above, another annual performance review mistake is basing your assessment only on recent work. It’s very common because we’re human — and recent events are the most memorable. This is called the Recency Effect.

Try this quick experiment to see what we mean: 

• Have someone recite a list of 10-15 words to you. Which words do you remember? 
• Notice that the last group of words received stands out to you the most.
• Notice that the first group of words recited stands out to you more than the words in the middle (this is called the Primacy Effect)

While it’s natural to fall for the Recency Effect, it’s not exactly fair to your employees. So, as a people manager, you should take note of your team’s accomplishments throughout the year to prepare for your annual reviews. Or, have frequent feedback sessions — perhaps once a month or quarter. 

Imagine only watching the beginning and the end of a movie. You might get a general idea about what’s going on, but you would have missed the entire plot. So, how can you rate it properly? 

Many say this is why performance reviews don’t work. A lot can happen in 12 months, which makes it very easy to overlook great performance  

3. Focusing solely on negatives

As the saying goes: People have a habit of becoming what you encourage them to be, not what you nag them to be. 

The purpose of performance reviews is to motivate your employees just as much as it is to offer constructive criticism. Ignoring achievements and contributions is a quick way to de-motivate your people. But then again, don't just give a compliment for the sake of giving one. 

A tip for offering meaningful positive feedback? Avoid empty compliments. Here’s what not to say in a performance review: 

• “Overall, you are doing great.” 
• “I like the work you did on that project.” 
• “You are an asset to the team.” 
• “We appreciate all that you do.” 

 Instead, qualify your statements. Use specific employee feedback examples: 

• “I really like the way you handled ‘X issue’ on your last project. It showed great leadership skills.” 
• “Your idea to add ‘X’ to the project really helped it take off. You have great creative input.” 
• “I noticed you’ve been staying extra hours during our production period and I want you to know it’s really appreciated. Your dedication means a lot to us.” 

Because our brains are trained to latch on to negative feedback, make sure that the positive feedback you are offering has ample weight. This clarity will also help reinforce desired behaviors. There are also ways to do deliver negative feedback without de-motivating your employees. 

Another way to boost motivation? Using this review to look ahead, not just reflect. 

UCLA professor of management, Sam Culbert, believes that annual performance reviews can be very damaging, which is why he developed the concept of Performance Preview, a more positive approach to reviews: 

A forward thinking discussion whereby both parties discuss their assignments and responsibilities for achieving success in the coming year or period.

Sam Culbert

Think of it like driving. There are moments when you need to look in the rearview mirror. But more importantly, you should look ahead at what's in front of you. 

4. Involving the wrong people

Another common performance review mistake is involving the wrong people.  

Yes, a senior leader may see employees’ work from afar, but they don’t see their day-to-day performance. And they’re likely not documenting performance throughout the year.  

In order to provide a fair review, all work deserves to be noticed. 

You wouldn’t ask a movie critic to review a film if they’ve only watched a trailer, so how can a senior supervisor or leader review an employee with whom they have so little daily contact? 

The employee will also feel they were assessed fairly if the review is conducted by a leader who works closely with them. And that’s incredibly important for keeping them engaged and motivated to perform their best. 

5. Surprising your employees 

Performance reviews shouldn’t be a surprise to your team. It’s important to let them know when it’ll happen and what you’ll cover.  

Here's why: 

• It allows them to mentally prepare for an important conversation 
• It gives them time to prepare notes and proof points regarding their work 
• It shows that you’re taking time to prepare and value their contributions and growth

The meeting invite is also a great opportunity to set the tone and invite collaboration. Here’s an example: 

I look forward to meeting with you one-on-one to talk about your year. I’ll have some notes prepared but mostly I'd like to hear what you have to say!

Not including employee input could start you off on the wrong foot. Making this a collaborative, inclusive process right from the meeting invite sets a positive tone for the upcoming conversation. 

6. Tying salary bumps to the review

Basing pay bumps on performance reviews is a common mistake employers make in performance reviews. However, it can wind up hurting the culture of your company. It's explained well in this article:

“Performance reviews that are tied to compensation create a blame-oriented culture. It’s well known that they reinforce hierarchy, undermine collegiality, work against cooperative problem solving, discourage straight talk, and too easily become politicized. They’re self-defeating and demoralizing for all concerned.” 

Tying the review to compensation pushes the real meaning of the review to the backburner and makes it prominently about money. 

Ultimately, a review is meant to discuss the performance of the employee, not their salary. But with this approach, it’s likely that the employee will be focused on whether or not they’ll get a raise — not how they can bring more value to the company.  

7. Skipping a review altogether

Another problem with annual performance reviews? Sometimes, they don’t happen. And failure to discuss career goals is the biggest mistake of all. But sadly, it happens quite often. 

If your performance reviews happen annually, there’s a lot of pressure on people managers to get it done and get it done right. Shifting to frequent one-on-ones makes the whole process less overwhelming — for both parties.  

In this article, Russ Laraway, HR leader and author, shares that:

Career conversations — deep, meaningful dialogue coupled with action plans around measurable goals — go a long way in keeping [employees] around for longer.

Russ Laraway

The idea is to keep the communication flowing regularly. Not once a year. And especially not never.

Why performance reviews don’t work 

Work can get busy — and sometimes it may feel like you’re always one step behind — but feedback needs to happen regularly. It’s the bloodline of the workplace. 

What takes place in these sessions is connection and communication. Two values that all organizations unquestionably need to succeed. 

You may think: 

• “There’s nothing important to go over with them right now. They’re doing fine.” 
• “It’s too busy. We need to focus on getting work done.” 
• “My employees know I have an open-door policy, if they want to talk they can come to me." 

But part of being a good manager is encouraging these conversations regularly, even if there isn’t anything “big” to discuss. 

Whether it’s to go over some challenges, give praise for great work, or just catch up on how it’s been going — take time to make your employee feel seen, heard, supported, and valued.  

Key takeaways

• Come prepared to your employees’ performance reviews 
• Give well-balanced reviews, not just assessments of recent work 
• Offer recognition and praise in addition to constructive feedback 
• Don't forget to look ahead and focus on new objectives for the year to come  
• Tell your employees when reviews are happening and how to prepare 
• Choose the right leader to conduct the performance reviews 
• Avoid tying raises and promotions with performance reviews 
• Prioritize performance reviews — don’t skip them! 
• Annual reviews should be supplemented by regular feedback sessions  

While it's important to avoid these common mistakes employers make in performance reviews, we recommend the more modern approach: regular 1:1 feedback and career conversations with your team members. Building these habits will make you and your team more comfortable — and excited — to explore next steps in their development and contributions to the company.

Now, we gotta ask: What are your thoughts on annual performance reviews?

The effectiveness of a business rests on the performance of its employees, and for managers, keeping a finger on the pulse of their team's productivity is crucial. Employee performance reviews are not just a formality but a dynamic tool that, when used wisely, can lead to significant improvements.

In fact, Gallup reveals that 80% of employees say that meaningful performance feedback helps them feel more engaged. Performance reviews and their feedback opportunities shouldn't be overlooked. But what truly constitutes an effective and successful performance review, and how can it be harnessed to elevate employee performance?

Whether you're a seasoned manager or just stepping into a leadership role, the insights we're about to unravel will sharpen your skills in conducting impactful reviews. Let's get started on the journey to a more motivated, productive, and high-performing team!

{emphasize}In this article you'll find...

• What do successful employee performance reviews look like?
• How successful review help boost an employee's performance
• Objectives of an effective performance review
• The performance review process in 7 steps
• Use this: Performance review examples and templates
• Performance review best practices: Tips for conducting meaningful employee appraisals
• How the right performance management software can make life easier
• Great reviews lead to greater performance{emphasize}

What do successful employee performance reviews look like?

An effective and successful employee performance review is much more than a routine chat about job performance. It's a strategic meeting that aligns an individual's efforts with broader organizational goals. It encompasses the appraisal of past performance, the identification of areas for growth, and the setting of clear goals for the future.

There are, of course, many ways to go about this — be it by having an annual performance review, ongoing touch points, or a combination of both.

That said, all you have to remember is that a successful employee performance review plays two roles: It is a reflective process (looking at past performance) and also a proactive planning exercise to set up employees for success (creating new goals and next steps).

Mastering the employee performance review process is a surefire way to boost current and future performance. Read on!

How successful review help boost an employee's performance

Great performance reviews aren't simply a ritual where employees are passively assessed and given feedback. When structured and conducted effectively, they serve as a dynamic process that can significantly enhance performance.

Here's why:

• Clarification of expectations: Through performance reviews, employees gain a clearer understanding of their roles, responsibilities, and expectations. This clarity empowers them to perform better.
• Goal alignment: Effective reviews align individual employee goals with the organization's objectives. When employees see how their work contributes to the bigger picture, they're more motivated to excel.
• Feedback and improvement: Feedback during performance reviews identifies strengths to celebrate and areas for improvement. This feedback is crucial for personal and professional growth, helping individuals understand their performance relative to expectations.
• Recognition and accountability: Reviews serve as a platform for recognition and accountability. Outstanding performance and employee success are acknowledged and rewarded. Simultaneously, the process holds individuals accountable for their responsibilities, promoting a fair and transparent work culture.
• Skill enhancement: Reviews can identify areas where an employee might need training or development. Addressing these gaps can lead to a more skilled and competent workforce.
• Career development: Reviews often include discussions about career development within the organization. This forward-looking approach encourages employees to envision a future within the company, fostering retention and loyalty.

Performance reviews should be seen as an opportunity for growth and development, not just a yearly evaluation. When done right, they are a catalyst for boosting employee performance and driving organizational success.

A great way to prepare an employee for an upcoming review is by sharing a breakdown of what's going to be discussed. Use one of our templates to help you write and send this preparatory email ahead of time.

Objectives of an effective performance review

Performance reviews, also called performance appraisals or performance evaluations, serve several crucial objectives.

First and foremost, an effective performance review's primary purpose is to provide employees with constructive feedback, pinpointing strengths to celebrate and areas that need improvement. While it's important to ensure ongoing communication through informal touchpoints, formal reviews allow for more time and a deeper dive into feedback. This richer feedback is vital for personal and professional growth.

A performance appraisal must also aim to align employees' goals with the organization's objectives. By discussing performance in relation to company goals, employees can better understand their role in achieving the company's mission. It's always helpful for employees when you connect the dots between day-to-day individual performance and the big picture! This fosters a sense of belonging and reinforces an employee's value within the company.

Finally, an employee's performance review has the goal of creating recognition and emphasizing accountability. Reviews should allocate time to acknowledge outstanding performance, motivating employees to excel, while simultaneously holding individuals accountable for their responsibilities. It always feels nice to do a good job and be recognized for it.

The performance review process in 7 steps

To achieve these goals, it's important to set up your performance reviews the right way. An effective performance review process typically involves 7 steps, from self-assessments and goals setting:

Step 1: Request an employee self-assessment: Ask the employee to provide a self-assessment ahead of their actual review. This offers them an opportunity to reflect on their performance, highlighting their accomplishments and recognizing areas where improvement is needed. Their answers can help guide performance conversations.

Step 2: Collect peer feedback: Incorporating peer feedback in a review can add even more dimension to performance conversations. They provide valuable insights from colleagues who work closely with the employee, offering a well-rounded perspective on their performance. This feedback should always be collected ahead of time.

Step 5: Conduct evaluation and share feedback: The heart of the performance review process is the evaluation and sharing of both manager and peer feedback. Pooling from performance metrics, self-assessment insights, and peer feedback, assess the employee's performance based on previously set goals, performance standards, and competencies. Share these notes with the employee during your one-on-one. It's essential to maintain a constructive and supportive tone during this conversation.

Step 1: Setting clear goals: The process kicks off with goal setting, where employees and managers collaboratively establish specific, measurable, achievable, relevant, and time-bound (SMART) performance goals, and objectives and key results (OKRs). These goals should align with the employee's role and the broader organizational objectives.

Step 6: Development planning: Once the evaluation is complete, managers and employees create a development plan for the future. This plan includes specific actions aimed at improving performance, expanding skills, and achieving personal and professional objectives.

Step 7: Follow-up: Effective performance reviews don't end with the meeting. Managers and employees should maintain regular check-ins throughout the performance period to track progress, address issues, and ensure the development plan stays on course.

Familiarizing yourself with this process is critical for conducting effective performance reviews. The key is to conduct them regulary throughout the performance cycle.

{emphasize}Use this: Performance review examples and templates

Don't subject yourself to the blank syndrome! While each performance review should be tailored to the individual, having templates and examples as a reference can be invaluable. These can help ensure your reviews are consistent and comprehensive — as well as save you time. From there, you can modify templates to suit your own needs.

What else can you add to your arsenal? Performance management software and templates work together to make the review process more efficient, comprehensive, and consistent, ultimately benefiting both managers and employees.{emphasize}

Performance review best practices: Tips for conducting meaningful employee appraisals

The performance review conversation should be collaborative and a two-way dialogue — employees can contribute greatly to the process. However, as a manager, you play a crucial role in making performance reviews meaningful and effective by leading.

But don't sweat under the pressure. Here are some best practices to consider:

#1: Performance reviews should be future-focused

Sure, reviews are here for learning from mistakes as well as what worked well. But, good or poor performance, don't dwell solely on the past. Use the review as an opportunity to set future goals and expectations.

{highlight}For instance, with a sales team member, aim for the discussion to be about how they can further develop their customer relationship management skills, targeting future goals.{highlight}

#2: Ask the right questions

Framing questions effectively is essential. Ask open-ended questions that encourage employees to reflect and share their thoughts.

{highlight}This could look like, "What strategies do you think will best help you achieve your goals next quarter?" or "Is there anything you don't have access to right now that could help improve your performance?"{highlight}

#3: Choose your words with care

Use constructive, supportive language when discussing areas for improvement. Your words can significantly impact how feedback is received. Avoid demoralizing or vague language as this doesn't help the employee improve.

{highlight}Replace "You didn't do a good job this month." with more constructive phrasing such as "I see your efforts. That said, there is room to improve your sales quota. Let's look at strategies to make that happen."{highlight}

‍

#4: Make time for performance reviews

Allocate adequate time for each review. Rushed performance conversations feel unresolved and can lead to overlooked issues or missed opportunities for growth.

{highlight}Our rule of thumb for each review meeting is an hour to ensure comprehensive discussions and address all relevant points. Make sure you save the last 15 minutes for employees to share their own feedback too.{highlight}

#5: Follow up after every performance review

The performance conversation doesn't end when the review does. Make sure to follow up with your employees to discuss progress and provide ongoing support.

{highlight}For example, allocate time in your regular one-on-ones to discuss the progress towards their agreed-upon goals. This not only provides ongoing support but also ensures the objectives set during the review are on track.{highlight}

#6: Align on expectations

Ensure that both you and your employees are clear about expectations moving forward. This alignment is crucial for a productive partnership.

{highlight}You can say something like, "So, we both understand that we're focusing on improving response times and customer satisfaction for the upcoming quarter. Is there anything you'd like to add or clarify?"{highlight}

#7: End the review with agreed-upon next steps

Once the discussion is complete, set specific next steps where both manager and employee find a shared understanding of what needs to get done to enhance employee performance.

{highlight}Let's say your employee has identified that additional training would be beneficial. You might agree that they'll enrol in a relevant online course by the end of the month.{highlight}

How the right performance management software can make life easier

The world of performance management has evolved. Thankfully, you don't need to tackle employee reviews alone. The right software can transform the process, providing insights and efficiencies that make your job easier.

Continuous performance management software is a modern solution that not only simplifies and enhances the review process but transforms it into a continuous conversation throughout the year. It automates administrative tasks, such as scheduling and data collection, freeing up your time to focus on valuable, in-depth performance conversations and feedback on an ongoing basis.

Keep your eye out for features like 360-degree feedback, flexible goal setting, and development planning features. When tools serve you in more than one way, they can be a worthwhile investment and help you avoid the corporate trap of diluting your management efforts across too many programs.

Great reviews lead to greater performance

Effective reviews are more than a routine task — they're a strategic tool for enhancing your team's performance. They set the stage for success, encourage thoughtful dialogue, and provide a path for improvement.

By consistently implementing these best practices, you'll fuel growth and success in your organization. Go get 'em!

The workplace landscape has undergone a radical makeover post-pandemic. After tasting the benefits of remote teams, businesses are now favoring hybrid work as we move towards the next era. The numbers speak volumes: a jaw-dropping 86% of leaders are expecting to implement hybrid work models for their companies.

Even with all their allure, hybrid workplaces come with their own set of challenges, especially concerning skills visibility. Managing a workforce spread out between home and office is an entirely different ball game — and managers are concerned about accurately assessing employee performance in a workforce that is not always physically present.

As hybrid models continue to gain popularity, we must adapt the way we approach talent management and development to these new off-site realities.

{emphasize}

What's in this article

• Why skills visibility is non-negotiable for hybrid models
• Workleap Skills: Designed for the modern HR toolkit
• How technology enhances skills visibility
• Skills visibility for long-term success
• Getting future-ready with Workleap Skills

Why skills visibility is non-negotiable for hybrid models

Skills visibility, having a clear understanding of the range of skills available in your organization, isn’t just a nice to have — it’s core to performance management. When managers have a transparent view of employee competencies, skills gaps, and individual ambitions, they can more effectively manage their teams to get the best out of them.

In a hybrid environment, visibility becomes even more crucial. Where managers could once rely on physical presence to observe actions and intervene right away, off-site teams are a different story.

Skill mapping is a comphrensive approach to identifying and displaying the skills across the entire workforce. It is fast becoming a strategic asset for hybrid models, not solely for supporting performance evaluations but to help better manage teams, keep engagement and productivity strong, and avoid skills gaps going unnoticed.

{emphasize}

⭐ Providing team visibility for better management

{highlight}Managers need to have a solid lay of the land to lead the pack. By knowing where employees stand in terms of skills and competencies, managers can make better decisions — from delegating tasks, allocating projects{highlight}, or even assigning additional training. With a clear view of collective strengths and weaknesses, they can also form the best-suited teams and maximize harmony depending on the needs.

⭐ Spotting engagement and productivity opportunities

Skillset clarity means recognizing everyone’s unique strengths and contribution potential. This is empowering for employees in any setting. In a hybrid world, where in-person opportunities to give kudos are lacking, skill recognition is a powerful morale booster. And by aligning the right skills to different tasks, employees have a better chance to excel. Who wouldn’t feel proud of that?

⭐ Catching skills gaps before they become problems

Skills gaps going unnoticed are an issue in all types of workplaces — but this problem looms larger in a remote or hybrid environment. The lack of in-person presence increases the risk of missing red flags. With a clear skill inventory visibility, managers have a much better chance of avoiding poor management decisions due to overlooking critical skills.

Skills visibility is where it’s at. So what’s today’s manager to do?

Workleap Skills: Designed for the modern HR toolkit

One thing is clear: the intricacies of hybrid work, from employee isolation to miscommunications, call for innovative solutions. This is where Workleap Skills stands out.

With AI-powered capabilities for skill mapping, career plan building, and progression tracking, it’s a tool made to tackle the modern HR challenges of hybrid skills visibility. Plus, it’s got all the fixings to integrate with most HRIS and ATS systems, so you don’t have to reinvent the wheel — only improve it.

How technology enhances skills visibility

Workleap Skills empowers managers with insights into individual and collective skills. It brings together multiple strategies to enhance skills visibility, even when dealing with a dispersed team:

1. Facilitates accurate skills assessment: Strategic skills visibility goes beyond passive observation. Workleap Skills helps managers actively assess skills to make sure their team’s combined abilities align with the company’s big picture. Analytics provide real-time data so managers can be proactive and better manage skills development plans and training programs.
2. Provides clear insights on skills: Accurate data is great, but managers need to make sense of it. Skills provides a clear, visual representation of both individual and collective skills — quickly identifying skill gaps and strengths and proposing improvement plans.
3. Makes the virtual experience more dynamic: Physical offices are full of opportunities for seamless and organic interactions — communication, morale boosters, support, and so on. Hybrid employees miss out on these, so the virtual space needs to compensate. The Skills experience is user-friendly, interactive, and assisted — making the skill management and development journey fun, impactful, and stimulating.

Implementing Workleap Skills in a hybrid workplace is a pretty straightforward process. As a cloud-based software, it’s fully accessible to everyone, anywhere — home, office, or both. From initial setup to ongoing usage, the platform empowers managers and employees along the skill-mapping journey.

Skills visibility for long-term success

At Workleap, we simply don’t do things halfway. Beyond skills visibility, our software addresses the entire employee development challenge. Irrespective of geographical location, Skills’s collaborative nature ensures that a hybrid workforce remains connected and on the same page at all times.

With Skills, managers and employees can more easily flag concerns and share feedback on career progression plans. And being equipped with real-time tracking and up-to-date data allows for better support and decision-making.

Having a connected environment is also key to fostering engagement and satisfaction at work. A shared mission and sense of belonging keeps employees engaged — and engaged employees are almost 60% less likely to look for a job elsewhere .

Skills visibility is also a critical component of career progression planning, one of 2024’s most valuable HR assets for reskilling, upskilling, and succession planning.

Investing in Skills is an investment in talent transparency. It ends cumbersome and hard-to-track (or non-existent) skills mapping and assessment, highlighting gaps and strengthening your teams. It becomes an indispensable tool for everyone — hybrid teams, managers, and HR leaders alike.

Getting future-ready with Workleap Skills

Workleap Skills isn’t just about facing today’s hybrid challenges — it’s a tool for future-proofing your workforce, too. Yes, it provides visibility on your team’s current state, but it also spots patterns, predicts emerging skills needs, and anticipates solutions so you can always be ready. The digital workplace is constantly changing, and Workleap tools are designed to help you evolve with it.

In the shuffle of the hybrid transformation, it’s not uncommon for managers to look for new footing. Gaining an accurate understanding of your employee's skill sets and being able to put them into action is crucial for effective team management. Book a demo with our product experts today and explore how Workleap Skills simplifies skills mapping, streamlining your approach to managing hybrid teams.

‍

With hybrid teams on the rise, new roles appearing thanks to AI, and shorter work weeks trending — performance management tools have become indispensable for businesses to strive and maximize talent. Here, we'll delve into our top 10 performance management tools of 2024.

Whether you're a seasoned HR professional or a frontline manager, understanding the nuances of these tools can significantly impact overall organizational success. Every team has its own unique ecosystem, so selecting the right performance management software will help minimize digital friction and maximize their performance.

‍

What are performance management tools?

Performance management tools (which we also refer to as performance management software) are digital solutions designed to streamline and enhance the entire performance management process. From setting goals and tracking employee progress to providing feedback and conducting performance evaluations, these tools serve as a centralized hub for all things related to employee performance.

No longer are the days of messy spreadsheets and manual score-keeping — these performance management tools use technology to enhance efficiency and simplify complex tasks. Of course, it's easy for managers to get lost in the abundance of options and fall victim to App clutter. There is, after all, such a thing as too much of a good thing. That's why selection is key!

Key features of effective performance management tools

So, what should you be looking for when choosing the right performance management tool? The first thing to consider is who will benefit from its use. If great performance management is about the collaboration between managers and employees, then an effective performance management system has both in mind. The best performance management tools will cater to managers just as much as to the employee experience.

The key features to look for should include:

• Goal setting and tracking
• Real-time feedback mechanisms
• Analytics for performance evaluation
• Integration capabilities with other systems
• Easy-to-use and dynamic interface

Remember: Effective performance management tools aren't just databases — they offer strategic support so managers can optimize talent potential and so employees to be empowered to step into success.

The ideal management solution is an all-in-one system for employee engagement, recognition, and performance management that helps with planning, enhances communication, and pools from qualitative and quantitative data, that everyone is excited to use.

Sounds too good to be true? We've got good news for you.

Performance management tools for evaluation

When it comes to performance management, you can't skip the critical evaluation phase. The go-to tools for this go beyond traditional evaluations and offer insightful data to guide strategic decision-making so that hindsight feeds foresight. They're equipped with features like customizable performance metrics, 360-degree feedback loops, and performance scorecards.

Goal management platforms

Goals map out the steps towards performance success and transform into key performance indicators (KPIs) to evaluate employee performance. Look for tools that assist in setting, tracking, and aligning individual and organizational goals, that provide an understanding of goal achievement within the wider context of the company.

Look for:

• Customization to tailor to individual and team goals
• Real-time tracking for accurate insights
• Transparency on big-picture alignment

Continuous performance review systems

Out with the old, in with the new. Traditional annual performance reviews are out — continuous performance evaluations are in. And so, look for tools that enable ongoing performance conversations and offer a model of regular, constructive feedback loops. These tools facilitate constant dialogue between managers and employees rather than a once-a-year performance monologue.

Look for:

• Ongoing conversation forums
• Continuous feedback loops (for in-person and remote)
• Agile planning for course correction

360-degree feedback software

Ever wanted a crystal ball for employee performance? Well, 360-degree feedback software is the closest thing. It gathers insights from all corners — peers, managers, subordinates, and even clients. It's the holistic view you need to understand how your team is truly performing.

Look for:

• Multiple feedback-gathering options
• Easy-to-read performance reports
• Data-driven insights for informed decision-making

Performance management tools for feedback

Feedback is the heartbeat of employee growth, so performance management systems that facilitate continuous feedback are essential for performance improvement and fostering a culture of accountability. These tools need to have user-friendly interfaces so that all users — feedback givers and recipients — get the most out of them.

Pulse surveys

Quick and more regular check-ins with your team is what it's all about these days. So dive into tools that enable short, targeted surveys to give you a pulse on employee sentiment and allow for timely adjustments for better team dynamics and performance.

Look for:

• Quick and easy-to-complete surveys
• Detailed survey reports and data analysis
• Easy integrations with your favorite communication tools

Recognition platforms

Recognition sharing tools are key to spotlighting your team's hard work. They're designed to acknowledge and appreciate employees for their efforts and achievements. A culture of recognition contributes to positive vibes and motivation, key factors in sustained high performance.

Look for:

• Central, fun-to-use space for acknowledgments
• Collaboration features for peer-to-peer recognition
• Reporting to leverage recognition as performance data

Anonymous feedback systems

Sometimes, the best insights come from the shadows. Tools with anonymous employee feedback mechanisms create a safe space for candid opinions, taking the fear of repercussion away from employees who might have valuable insights to share. When employees feel respected in their privacy, they are more likely to be open, compliant, and honest.

Look for:

• Private and safe sharing spaces
• Insights reporting based on employee feedback
• Ability to keep the conversation going anonymously

Performance analytics dashboards

Performance analytics dashboards lift the curtain on performance. Such performance management tools are perfect for consolidating feedback data into a report everyone understands, providing valuable insights for both managers and employees to identify patterns and areas for improvement.

Look for:

• Intuitive and accessible interface
• Various data consolidation views and filters
• Performance trends analytics for future-proofing

Performance management tools for innovation

Innovation doesn't happen by chance — it thrives in a company culture that celebrates creativity amongst all employees and takes performance to the next level. A performance management system designed to support innovation facilitates discussions and peer-to-peer collaboration, making it easy for everyone to contribute to the innovation agenda.

Idea generation platforms

Idea generation platforms are like brainstorming sessions, but better. They're performance management tools that provide spaces where teams come together to bounce ideas off each other and cook up creative solutions, fostering innovation at every level of the organization.

Look for:

• Virtual collaborative spaces
• Ideal development prompts to inspire
• Inclusivity to encourage cross-functional collaboration

Innovation challenges

When solving business problems becomes everyone's business, solutions fly off the shelves. Innovation challenges are dynamic and interactive tools that turn work into a game. They can be centered around specific business challenges and make problem-solving both fun and a team effort.

Look for:

• Team-building exercise models
• Solution-focused frameworks
• Time-bound and gamification features

Collaboration tools

Collaboration tools enhance teamwork by making exchanging ideas and knowledge easier. From file sharing to dynamic communication channels, they enhance the experience of 'togetherness' and keep team momentum going.

Look for:

• Real-time collaboration features
• Document and file sharing
• Virtual workspaces and break-out rooms

A manager's secret weapon: The practical benefits of performance management tools

Performance management tools aren't just tools — they're the key ingredient to help managers aiming to bring out the best in their teams. Like any good software, these tools of course streamline administrative tasks to save time, providing managers with more time to focus on strategic initiatives, but they also provide practical advantages that directly impact both individual and team success.

The benefits of effective performance management software extend beyond performance efficiency because creating an effortless performance management system positively impacts employee engagement, retention, and then some!

Benefit #1: Informed decision-making

For a manager navigating through data, performance management tools help clarify, filter, and segment information. They offer precise data analytics and insights, ensuring you know exactly what you're looking at and helping you make informed decisions at the right time.

Benefit #2: Fostering continuous improvement

Managers are cultivators of growth, so it's important to leverage the capabilities of performance management tools to foster a culture of continuous improvement within your team. They facilitate things like ongoing employee feedback and collaboration, which allows everyone to improve within their roles.

Benefit #3: Empowering individual employees

Managers are also cheerleaders and motivators. An effective performance management system exists to help empower employees, be it by offering a platform of recognition or by promoting ownership in one's performance. The goal of performance management is to inspire employees to contribute their best.

Benefit #4: Strategic goal alignment

Setting and aligning goals is simplified with performance management tools. These tools act as navigational charts, ensuring that every team member is working towards the same organizational objectives.

Benefit #5: Real-time performance insights

In a fast-paced business world, real-time insights are a must as they are key to achieving true agility. Performance management software offers a window into team performance, enabling you to make timely interventions and adjustments as soon as they're needed.

Benefit #6: More resilient teams

Challenges are inevitable, but resilience is vital. Performance management tools don't just empower individual employees — they contribute to strengthening teams that thrive in the face of adversity too.

Benefit #7: Better employee engagement

The more engaged employees are, the better they perform. The right performance management software looks to enhance engagement by providing avenues for feedback, recognition, and collaboration, for teams to reach collective success.

Tips on how to integrate any performance management tool

Integrating a performance management tool seamlessly into existing workflows is crucial for their effectiveness — but adopting new technology and employee performance management techniques can be a challenge in itself.

So here are practical tips to ensure a smooth integration process, making these tools an organic and valuable part of your managerial toolkit:

Tip #1: Define clear implementation goals

When integrating a performance management tool into your managerial toolkit, the first step is to have a crystal-clear understanding of your implementation goals. Implementation goals could be around improving communication within your team or achieving a specific performance tool utilization rate, which ultimately leads to boosting overall employee performance. By setting these objectives, you provide a roadmap for the successful integration of the tools.

{emphasize}As a manager, if your goal is to enhance communication within your team, you might set specific objectives such as increasing the frequency of feedback exchanges, improving the clarity of communication channels, and fostering more employee engagement or initiatives from team members.{emphasize}

Tip #2: Provide comprehensive training for teams

Like with anything new, there's always a bit of a learning curve. To ensure a seamless adoption of any performance management tool amongst other managers and employees, it's a good idea to invest in comprehensive training. This could look like reading materials or even training sessions that include workshops on how to leverage the various performance tool features. Your team needs to have the necessary skills to use new performance tools properly but also feel confident and capable of using them.

{emphasize}If you're introducing a performance analytics dashboard, comprehensive training might involve workshops on how to interpret key metrics, understand trends, and use the dashboard to make data-driven decisions. This empowers your team to harness the full potential of the analytics tool.{emphasize}

Tip #3: Ensure ongoing support and guidance

Having channels for ongoing support is vital for the sustained success of performance management tools. Otherwise, employees don't know where to go if they get stuck or experience problems. A dedicated support system like a go-to expert or a dedicated instant messaging thread ensures that managers and team members can seek assistance whenever needed (and don't give up).

{emphasize}For example, when rolling out 360-degree feedback software, having a dedicated support channel allows team members to seek guidance on how to provide constructive feedback, clarify doubts, and ensure the smooth functioning of the new tool.{emphasize}

Tip #4: Foster a culture of open communication

Encourage open communication where team members feel comfortable sharing their experiences and insights about the new performance management tools. This is part of continuous performance thinking. When team members openly discuss the impact of performance management software, it contributes to its successful integration.

{emphasize}With a continuous performance review system, fostering open communication means creating forums where team members can discuss their experiences, share success stories, and collaboratively address challenges, ensuring that feedback becomes a two-way street.{emphasize}

Tip #5: Monitor and iterate for continuous improvement

After the initial integration, monitor how a performance management tool is being used and its impact. Be ready to iterate and make a few improvements. Taking stock of bumps in the road is expected in first-phase integrations, but monitoring effectiveness impact should be done periodically on an ongoing basis to make sure investments remain aligned with reaching performance goals.

By following these tips, you're more likely to seamlessly integrate any performance management tool into your workflow, rather than dumping a new process on employees and leaving them to their own devices. This ensures that any performance management software you end up investing in becomes a natural and effective part of winning the daily grind.

Improving the entire employee experience with performance management software

Happy employees are more engaged, productive, and committed to their roles, so providing them with an experience in which they can thrive is essential to effective management. Performance management tools step in as an essential ingredient to elevate emp, helping create an environment where employees feel valued and supported in their professional and personal development plans.

The best performance management tools make life easier for everyone, plain and simple. And when work processes are less of a headache, systems recognize and celebrate efforts and collaboration, and software helps manage workloads — it's easier to create and maintain high levels of employee performance.

Workleap Officevibe's wide range of features — including continuous performance reviews, goals and OKRs, automated Pulse Surveys, Good Vibes recognition, and anonymous feedback and messaging — fuel employee engagement and perpetual improvement at every point of the employee lifecycle. So if you're a leader looking to equip your team with battle-tested solutions to achieve performance management excellence in 2024, we suggest you start here.

When it comes to modern management, traditional annual performance reviews aren't cutting it. Managers find themselves caught in a loop of once-a-year assessments that miss the beat of real-time progress, which slows down employee growth. Sound familiar?

That's where continuous performance management comes in to shake things up. It's not just a shift in terminology — it's an evolution in how we manage, motivate, and develop our teams.

And at the heart of continuous performance management lies one crucial thing: feedback. More frequent and more of it.

‍

What is continuous feedback?

Continuous feedback is all about ongoing communication for the sake of improvement. It's an approach that promotes transparent and constructive conversations between managers and employees on an ongoing basis, rather than waiting for the annual performance review process to take place to discuss employee performance.

By moving away from traditional performance appraisals, continuous performance management systems create feedback loops where everyone involved — whether giving or receiving feedback — participates in creating solutions.

Benefits of continuous feedback in performance management

Feedback strengthens communication across the board, enhances employee engagement, and drives professional development. Regular feedback within continuous performance management is even better for rapid problem-solving — something newer generations of employees respond well to!

Improved communication

Effective communication within the workplace is essential for any team to achieve success, and regular feedback facilitates constant dialogue between managers and employees.

Regular one-on-ones allow managers to discuss ongoing projects, align expectations, and address concerns. But these meetings are equally there for employees to raise flags, ask for clarity, or request more support.

Every feedback moment is an opportunity for both parties to feel heard and to create a shared understanding. And when you improve communication, you improve performance.

Higher employee engagement

Employee engagement can sound like an HR buzzword, but it's genuinely at the center of great performance. When employees feel engaged, they take pride in their jobs and are more motivated to do good work.

Feedback nurtures engagement even when it's about improving areas where employees experience difficulty, too; 94% of corrective feedback recipients feel it makes a positive impact on their performance.

After all, it makes all the difference when employees know they are being supported, and have a better understanding of how to succeed.

Quicker problem resolution

Challenges can arise in myriad ways in the workplace — it's how swiftly they're addressed that makes all the difference. With a continuous performance feedback system, managers can identify and resolve issues before they snowball.

Say there's a perceived unfairness with task distribution within a team, causing frustration for some team members. Timely feedback can bring this issue to light and get it sorted before it escalates further and negatively impacts team dynamics. There are various ways to deal with work conflict. The key is to tackle it right away.

The importance of feedback in a continuous performance management system

Of course, there is no one-size-fits-all approach to continuous performance management. As a manager, you'll have to make it your own to fit the individual employees that make up your team. But ongoing feedback is the one unchanging variable that sees your employees win. Here's why:

Drives employee development

When a 1/3 of employees have to wait 3 months to get feedback on tasks, they miss the window of opportunity for immediate improvement. Inconsistent or infrequent feedback, such as with traditional annual performance reviews, can only do so much with employee development.

Continuous performance management offers instant feedback that allows for more immediate assistance. It helps managers design more agile and responsive development plans, in tune with what employees need at any given point in time.

Keeps productivity at ideal levels

Employees who receive frequent feedback have a better understanding of not only their strengths but also of areas for improvement, so they can focus on tasks that align with their skill sets and maximize their productivity.

Likewise, when managers know where employees stand, they are better able to support them in their workload. Employees who share feedback with their managers can communicate when they are overworked or when they can take on more.

Boosts employee retention

Retention isn't just down to salaries and benefits — employees also value the work environment they are a part of. It's important to invest in a culture in which employees feel they can thrive.

Feedback within continuous performance management has a huge impact on retention because it emphasizes recognition and growth, which boosts employee satisfaction, and, in turn, builds employee loyalty. The proof is in the numbers: companies that incorporate recognition within their management systems see a 31% decrease in voluntary turnover.

Creates alignment

When communication between managers and employees is an ongoing affair, there are no question marks. Continuous performance management ensures that everyone is on the same page when it comes to goals, both individual and organizational.

When managers check in and provide feedback regularly to their teams, they can also swoop in more efficiently where there are problems. Real-time feedback allows for quicker course correction and realignment of priorities where necessary.

Improved team collaboration

Feedback isn't just between managers and employees — it should arise between peers, too. Teams thrive on collaboration, and a continuous performance feedback system is the red thread that connects collaboration between peers.

Workleap Officevibe data shows that 82% of employees value their colleagues' input, so by creating a feedback loop that can collect feedback from a variety of perspectives and regularly assess team dynamics, continuous performance management becomes something everyone can participate in.

Builds stronger employee-leadership relationships

Modern workplaces are seeing hierarchical gaps flatten between employees and leadership. Because continuous performance management creates both top-down and bottom-up feedback, it's a system that fosters a culture where leaders become approachable mentors.

This creates a more human and symbiotic relationship dynamic that builds trust toward leaders, making employees more receptive to their guidance.

6 feedback best practices to include in your continuous performance management process

From the more formal one-on-ones to seamless moments of praise between meetings, make sure that your continuous performance management system includes a variety of feedback practices:

Hold regular one-on-one meetings

A fundamental aspect of continuous performance management is regular one-on-one meetings. These are structured sessions that carve out dedicated time for managers to connect with each team member individually. The aim of one-on-ones isn't just about project performance discussions but about general professional development and wellness, too.

One-on-ones shouldn't be reserved for the end-of-year performance review process. Make sure to set aside time to meet with employees regularly, even if it's for just 15 or 30 minutes. This demonstrates to employees that ongoing dialogue is always a priority.

{emphasize}Implementing a bi-weekly or monthly one-on-one meeting structure can feel tedious, but dedicated employee experience tools include features for setting up and automating these regular check-ins, ensuring that feedback is a consistent part of the managerial routine.{emphasize}

Offer specific feedback

There's nothing worse than vague feedback. When feedback is too generic, it loses its effectiveness. The trick is to be specific, pointing out precisely what employees did well or where improvement is needed. This way, employees know exactly what to keep doing or what to change.

Instead of saying, "Great job on the project," say, "Your detailed analysis in the project presentation was excellent. It brought a fresh perspective to the team."

{emphasize}Managers can find many techniques for delivering feedback with impact. Use them to your advantage to ace continuous performance management!{emphasize}

Set clear action items and follow-ups

Feedback without the next steps is incomplete. After discussing feedback, good or bad, it's essential to outline clear action items and when to follow up, which holds every accountable. Continuous performance management is about creating an ongoing plan for improvement.

This could look like setting new short-term goals, booking specific training, or assigning projects that align with the employee's developmental needs or aspirational goals.

{emphasize}If feedback suggests a need for improved project management skills, the action item could be to enroll in a project management training program, and the follow-up could involve an assessment of progress in one month.{emphasize}

Give recognition and praise when it's deserved

While constructive feedback is essential, so is acknowledging a job well done. Recognition is a powerful motivator — don't underestimate how much it can boost motivation! Continuous performance management is just as much about regular praise as it is about feedback.

By regularly recognizing and appreciating employees for their achievements, even in small ways, you're helping foster a positive work environment that employees want to be a part of.

{emphasize}Employee recognition can include small but meaningful tokens of praise or more public shout-outs depending on your team member's communication style.{emphasize}

Offer training and development

Continuous improvement requires continuous learning, so managers need to actively support the training and development of their team members based on the feedback received.

Professional development can involve a variety of activities aligned with individual career goals, like in-person workshops, e-learning courses, or shadowing days with more senior members.

{emphasize}If feedback highlights a need for enhanced leadership skills, the manager can recommend leadership training programs or connect the employee with a mentor who excels in leadership.{emphasize}

Make feedback a two-way street

Effective feedback is never a one-sided conversation. Continuous performance management considers everyone's perspective. That means managers need to encourage employees to voice their opinions, concerns, and ideas too, to build mutual respect and participation.

{emphasize}Not everyone experiences the same ease when it comes to speaking freely. Anonymous feedback tools can be a great addition to collecting unbiased feedback amongst peers, such as through online pulse surveys or via a suggestion box.{emphasize}

Leverage tech for ongoing feedback and improve employee performance tenfold

Technology serves as a true ally in the continuous performance management journey — we're in the digital age after all.

Continuous performance management software can automate the feedback loop, ensuring that communication isn't put on the back burner in the hustle of day-to-day operations, making continuous performance management that much more accessible and efficient.

Continuous performance management is one thing you shouldn't take shortcuts on. When managers are equipped with the right tools, they're then able to focus on what they do best — leading their teams! And employees can thrive.

Want to learn more about continuous performance management? Read on for more insights!

Performance management KPIs, or key performance indicators as they are commonly known, are indispensable tools for assessing and improving employee performance. They play a crucial role in monitoring progress, setting objectives, and driving your organization toward success.

But to stay on top of your performance management process, you need to get to the heart of what KPIs really are, and how to choose the right ones for your employees.

‍

What are performance management KPIs and how are they useful?

Key performance indicators (KPIs) are vital tools that help you track, evaluate, and enhance employee performance. These KPIs are quantifiable metrics specifically selected to reflect performance goals. That said, they go beyond mere numbers, offering a strategic perspective on how your team's work contributes to your overall success.

Performance management KPIs serve multiple purposes:

• Aligning with organizational objectives: KPIs are carefully chosen to be in line with your organization's overall strategic goals and mission. This alignment helps ensure that everyone's performance supports overarching objectives.
• Measuring success: They provide concrete benchmarks for success, allowing you to gauge how well employees are progressing toward performance goals. By measuring what matters most, you can make better data-driven decisions.
• Sharpening focus: KPIs guide your attention to improve performance in key areas. They help identify strengths and weaknesses in your team's performance.
• Improving communication: KPIs provide a common language for discussing performance. They facilitate conversations about progress and areas for development.
• Motivating teams: Clear, relevant KPIs give your employees a sense of purpose. When they see how their work contributes to organizational objectives, they are more engaged and motivated to excel in their roles.
• Making informed decisions: With KPIs, you can make strategic decisions that lead to better overall performance. Whether it's resource allocation, process optimization, or goal setting, KPIs provide the insights needed to drive improvements.

By understanding the usefulness of key performance indicators, you can leverage these metrics to enhance every employee's performance and steer your organization toward its objectives.

Key performance indicator vs performance metric — what's the difference?

While key performance indicators and metrics provide data for analysis, there's a fundamental difference between them. KPIs serve as precise benchmarks that measure specific, quantifiable goals aligned with an organization's strategy. In sales, this could mean tracking monthly revenue growth or lead conversion rates.

On the flip side, performance management metrics cast a wider net, combining quantitative and qualitative data for a broader evaluation of employee performance. For customer service, it might involve customer satisfaction scores and employee feedback.

In marketing, KPIs may focus on metrics like click-through and conversion rates, while performance metrics explore campaign effectiveness, team collaboration, and creativity. Distinguishing these approaches empowers organizations to fine-tune measurements, gaining a comprehensive view of team performance.

Why is it so critical to select the right key performance indicators?

Selecting the right KPIs is paramount. Your choice will dictate the direction of performance efforts and whether or not your team will achieve its goals. Incorrect or irrelevant KPIs can misguide efforts and resources, leading employees away from success.

{emphasize}Take, for example, a retail business that mistakenly chooses the number of website visits as a key performance indicator when its actual goal is to increase in-store sales. They invest time and resources into driving website traffic, yet this metric doesn't correlate with their ultimate objective. The effort spent on increasing online visits does little to boost in-store sales, which is what really matters for their business. This mistake seems obvious in hindsight, but you'd be surprised by how common this happens across all industries!{emphasize}

In essence, the right KPIs help you cut through the noise and focus on what truly matters, ensuring your efforts (and your employees') are aligned with the strategic goals that have been set out.

How KPIs can benefit your organization and team goals

The benefits of KPIs are manifold — for you, your team members, and your organization. They help employees understand what's expected of them, align with the organization's objectives, and improve their performance. They provide managers with insights to make informed decisions and adjust strategies to help employees improve their performance.

When different stakeholders might have their own set of responsibilities, key performance indicators are the shared targets that remind everyone why they're on the same team!

{emphasize}💡 Learn more about some of the best employee goal setting frameworks and see which one is right for your team.{emphasize}

How to develop KPIs that support performance management

Developing great KPIs is a strategic process. It involves considering all objectives — individual, team, and organizational — identifying what you need to measure, and selecting the most appropriate KPIs for your specific needs. When done right, they can help measure progress against objectives to guide employee productivity and support performance review discussions.

3 tips for managers to build a solid KPI strategy

Building a strong KPI strategy is essential for effective management. So, managers, listen up! Here are three practical tips to help you create a robust KPI strategy that will help drive your employees toward performance success:

1. Start with clear objectives

Before diving into KPI selection, take a step back and ensure you have well-defined employee performance objectives first. Your KPIs should directly align with these goals. For instance, if your objective is to increase customer satisfaction, you might choose KPIs like Net Promoter Score (NPS), customer retention rate, or response time to customer inquiries. Starting with a clear understanding of your goals sets the foundation for meaningful KPIs.

2. Balancing leading and lagging indicators

KPIs can be classified into two main categories: leading and lagging indicators. Leading indicators are predictive, reflecting activities that are likely to drive future performance. Lagging indicators, on the other hand, measure the results of past efforts. A balanced KPI strategy incorporates both types. Leading indicators guide your future actions, while lagging indicators provide insights into your historical performance. Striking this balance ensures you're proactive while staying grounded in the outcomes of your previous actions.

3. Regularly review and refine

Building a KPI strategy is not a one-time task. Just like with employee performance evaluations, it's an evolving process. Regularly review your KPIs to ensure they remain relevant and effective. As your team evolves and your organizational goals change, your KPIs should adapt accordingly.

By following these tips, you'll establish a robust KPI strategy that empowers your management process to measure employee performance accurately, set meaningful objectives, and drive continuous improvement.

Identifying measures that contribute directly to your organizational goals

Aligning your KPIs with the overarching objectives of your organization is what makes key performance indicators strategic, as this ensures that the performance metrics you choose directly contribute to the success of your annual goals.

There are many tricks for managers to do this. From pooling from reference categories to applying the SMART criteria, the following sections of this article will steer you and your management tactics in the right direction.

The three most common types of KPIs to reference as you build your metrics

When managers develop KPIs for performance management, it's essential to have a comprehensive understanding of the common types of KPIs.

These three categories — customer service, leading indicators, and lagging indicators — come in handy as reference points when building key performance indicator metrics. They offer a broad spectrum of measures tailored to align with specific goals and performance assessments:

1. Customer service KPIs: These indicators are customer-centric and essential for organizations that prioritize delivering excellent service. By measuring customer service performance, you gain insights into how well employees are meeting customer needs and expectations.
2. Leading indicators: Leading indicators are forward-looking metrics that help predict future outcomes. They're instrumental in proactively managing performance. Leading indicators could allow you to make necessary adjustments to ensure employees are on the right track toward performance objectives.
3. Lagging indicators: Lagging indicators, in contrast, measure the results of past actions. They provide insights into the effectiveness of previous efforts. By analyzing lagging indicators, you can assess the impact of employee efforts to make informed management decisions for the future.

By selecting relevant key performance indicators from these categories, you can effectively monitor, evaluate, and improve performance management processes from all angles.

Creating KPIs to help with employee performance reviews

Developing KPIs for performance reviews is essential to provide insights into individual contributions and development. The right key performance indicators will help you have productive discussions during performance appraisals and shed light on the most appropriate next steps.

Examples of employee-specific KPIs

While organizational KPIs are vital to understanding a company's overall performance, employee-centric key performance indicators are what provide a more granular view of individual performance, which then allows for more targeted development plans. For example:

1. Participation rate: This KPI could be applied to many things, from idea generation within team brainstorms to company culture activities, and give a holistic understanding of an employee's commitment.
2. Response times: This customer service KPI tracks how quickly an employee responds to customer inquiries or issues. Do they keep up against the expected average?
3. Number of X initiatives: As a manager, you want to know who goes the extra mile and thinks about the bigger picture. For example, in finance roles, employees can be evaluated on their contributions to cost-saving initiatives, which showcases their financial stewardship.

{emphasize}Remember, it's essential to align KPIs with the overall goals and objectives of the organization and the specific responsibilities of each role. Regularly reviewing and updating these KPIs ensures they remain relevant and effective in evaluating employee performance.{emphasize}

Examples of leading indicators

Leading indicators are forward-looking metrics that provide insights into future performance. They help anticipate issues, trends, and opportunities before they become significant. For instance:

1. Number of high-quality leads generated: In sales, this KPI measures the number of potential customers who are more likely to convert. It's a strong leading indicator of future sales success.
2. Employee training hours: For HR or training departments, tracking the number of training hours indicates the commitment to professional development and the likelihood of employees sticking around for the long haul.
3. Project milestones achieved: For project management, this KPI shows how well an employee is progressing toward project completion. It helps in predicting if projects will be delivered on time.

Essentially, leading indicators empower proactive decision-making by offering foresight into potential outcomes. Whether it's high-quality leads, employee training hours, or project milestones, these metrics can guide future success.

Examples of lagging indicators

While leading indicators help predict the future, lagging indicators are retrospective metrics that reflect an employee's historical performance to get a complete picture. Some examples include:

1. Sales target achievement: An effective KPI to assess an employee's sales performance when comparing actual sales against set targets within a period.
2. Budget adherence: Employees in finance roles can be evaluated based on how well they adhered to budgets of completed projects, providing insights into their financial management skills.
3. Customer satisfaction score (CSAT): While traditionally seen as an organizational KPI, individual employees can also be evaluated based on the customer satisfaction scores they receive, which can be measured through post-interaction surveys.

Tip for managers: Make sure your measures meet the SMART criteria

To ensure your KPIs are effective, make sure they meet the criteria for a good KPI: they should be specific, measurable, achievable, relevant, and time-bound (SMART). These criteria will help you select the right KPIs to drive your organization forward.

{emphasize}👀 From professional development goals to employee performance goals, check out these 10 employee goal-setting examples.{emphasize}

Improving performance with the right KPIs — and the right performance management tools

Setting the stage for performance excellence begins with effective KPIs. The right performance management KPIs lead to data-driven decisions, driving growth and the realization of your organization's objectives. They help set your employees up for an agile, high-performance journey.

But in a modern, fast-paced, and high-performance-driven world, the right resources make all the difference, too. Performance management tools are designed to seamlessly align your KPIs with your organizational objectives, streamlining the journey to success, all under one roof.