Overview
Your people want frequent and constructive feedback on what they’re doing well and how they can improve. This helps promote higher engagement, motivates people to hit their targets, outperform competitors, and makes it easier to address problems immediately instead of once every year or 6 months. What’s more, it encourages your team to work together towards a unified goal.
Through the Performance Management Module, users can create and assign performance reviews for managers, colleagues, and themselves to undertake. This article gives a very brief overview of the purpose of the Performance Management Module.
Performance Management Module Features
Help increase your people’s performance with our easy-to-manage performance management module.
- Create standardised Performance Reviews structured on criteria based on a 5, 7 or 10 rating scale, Yes/No ratings or through employee comments.
- Set up 180 or 360 reviews and get a more holistic assessment of your employees.
- Set up Automation Strategies for the automatic generation of employee reviews.
- Create custom competencies according to your business or use Talexio's Competency Library.
- Set employee, department or company objectives with targets and measurables.
- Create Check-Ins between Managers and Employees to boost employee progression and performance.
If you would like a demonstration of this module, do not hesitate to get in touch with us!
Onboarding the Performance Management Module
If you have selected to use the Performance module, the following steps will help you set up the new module and get started:
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The Performance Management Objectives (also be known as goals, KPIs, performance targets etc.) serve as an indication of employee performance through measurable targets. These can stand alone to evaluate employees or departments, or they can be linked directly to employee Performance Reviews. You can create the objectives from the Objectives tab in the Performance Module.
More information on this step can be found here.
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Performance Competencies describe the key skills and behaviours employees need to succeed in their roles. These are expressed through competency statements, which help assess and evaluate how well those skills are being applied. The selected competencies form part of the criteria used in performance reviews, which employees will evaluate using scoring or comments. You can set up the competencies through the Competencies tab in the Performance Module.
More information on this step can be found here.
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Once the Objectives and Competencies have been set up, you can start creating Performance Reviews. There are 2 ways to create Performance Reviews:
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Ad-hoc Reviews - Ad-hoc Reviews, also called known as one-off reviews, are individual assessments created for a specific purpose or occasion rather than as part of a regular review cycle.
More information on this step can be found here.
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Review Strategies - Review Strategies allow you to define a structured, recurring framework of performance reviews. Based on the details you configure, such as timing, frequency, and employee groups, the system automatically generates and assigns reviews to the relevant employees. Unlike ad-hoc reviews, which are created for a single specific purpose, a Review Strategy ensures reviews are planned, consistent, and aligned with your organisation’s performance management process.
More information on this step can be found here.
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Ad-hoc Reviews - Ad-hoc Reviews, also called known as one-off reviews, are individual assessments created for a specific purpose or occasion rather than as part of a regular review cycle.
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Check-Ins are informal touchpoint sessions between a manager and an employee, set up through the Performance Management module. They provide space to add talking points, action items, and notes, while also allowing objectives to be incorporated and reviewed as part of the discussion.
More information on this step can be found here.
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You can set up the Performance Management Permissions for the employees. These primarily target what you can see and do in the Performance Management section.
More information on this step can be found here.
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