Efficient review and performance management at last

Yearly assessments or quarterly reviews, organize your campaigns painlessly and help your managers monitor their teams' goals and skills

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Organize your review campaigns

Create as many forms you want and manage your campaigns from the dashboard

Carry out constructive reviews

Your employees arrive prepared for a productive conversation with their manager and future goals and skills are set jointly.

Centralize and analyze your results

Export the answers to create your own reports, refine your HR policy and draw your training plan

An interface designed for those who will assess and those who will be assessed

Campaign

It only takes three steps to set up and launch your campaigns. If you need to add an employee, you don't have to interrupt the whole process, you can simply integrate them into it even if your campaign has already been launched.

Forms

Configure your review forms as you see fit: star rating, rating scale, skills assessment, training requests, open, closed or multiple choice questions.

Group prep work

By preparing their employees' appraisals at the same time, your managers save time and harmonize their assessments.

Skills

Define the expected skills by profession and assess them during performance reviews. Thanks to a visual overview of your employees' skills, you can easily identify development needs and track their process over time.

Statistics

At a glance, you have a snapshot of the overall performance of your teams and can quickly identify issues to be addressed.

Performance

Team goals are a way for your managers to communicate how their team is contributing to the company's growth and for your employees to feel involved in this success.

Dashboard

It helps you make sure that all your employees have goals. The dashboard also informs you about the company's operational performance.

The solution is easy to use, ergonomic and the campaign progress dashboard is very convenient. I can identify at a glance who has already conducted their review and who has not prepared it yet.

Estelle,

Human Resources Manager at Akeneo

Whether they’re mandatory or not, manage all your reviews in a single place

Performance transforma tus documentos de Word o Excel en formularios en línea y te permite lanzar tantas campañas como lo desees.

Evaluación por objetivos
Evaluación anual
Entrevista de seguimiento de cambio de puesto
Entrevista para implementar el teletrabajo
Evaluación de mitad de periodo de prueba
Entrevista de salida laboral
...

Cuanto más aumentas la frecuencia de tus evaluaciones, más te aseguras de que:

Tus empleados logren los objetivos estratégicos de tu empresa.
La comunicación entre mánagers y equipos de trabajo se mejore y facilite la toma de decisiones.
Los objetivos de desarrollo de tus empleados sean identificados (formación, nuevos objetivos de carrera…).

Obviamente, para ello, la organización de tus campañas de evaluación no debe consumir todo tu tiempo.

Spend more time analyzing your review campaigns than organizing them

Yearly appraisals, quarterly reviews, end-of-mission, goal or skills reviews, … you can create as many forms as you need.

Setting up a campaign takes just minutes. Once launched, the solution tracks employee progress and helps you follow up with those who are behind.

With each campaign, your managers are notified. They schedule reviews with their team members. All review forms are stored and centralized. Newly promoted managers will appreciate not having to chase down reviews from previous years.

When everyone has been evaluated, you can export the answers to prepare an HR action plan or a training plan. The tool also helps you identify high potentials and refine compensation.

Good review management is based on good goal management

With clear objectives, your employees know where to go and what to focus on. Integrate these objectives directly into your review forms and let your employees discuss them with their manager whenever they want.

Depending on the rights granted, employees can update their goals (progress percentage, comments…) or alert their manager to a risk in achieving results. This way, managers always have a clear view of the progress of their team's projects, without having to wait for the next managerial meeting.

On your side, by setting qualitative objectives you ensure that your employees validate their achievements and develop their skills on other topics.

Beyond individual objectives, the solution enables team goals. Managers can track their team's contributions to the company’s strategic objectives and highlight their department’s impact.

Defining and monitoring skills: Two essential elements of employee development

Draw up a detailed skills framework for each position and evaluate your employees' progress accordingly.

Make it clear what is expected of employees by providing a definition and a description of each skill according to the different expected levels. This information will be available during reviews and will help your employees to complete their self-assessments.