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Read this article to get a comprehensive view (pros, cons, features and pricing) of the best performance management software available in the market today and essentials tips to find the right one
Every people-manager understands the importance of having an effective performance management system for individual as well as organizational success. Here, using the right performance management software can help you automate many parts of the process as well as enable you to leverage industry benchmarks and AI driven guidance to drive performance in the right direction.
To help you make an informed choice, we have curated this list of the top 8 performance management tools and a quick guide on how to find the best one for your unique needs.
Did you know that choosing the best performance management software can help you accomplish a variety of objectives, including —
With these benefits in mind, let’s quickly check out the 8 most efficient performance management software for growing organizations.
Now, let us look at all these 8 platforms and learn the pros and cons of each.
Next-gen talent management platform suitable for collaborative, comprehensive and regular performance reviews, tracking and real time feedback to facilitate high performance culture. SuperBeings comes with integrated OKR management and employee engagement modules.
SuperBeings is priced at a nominal cost of $3.00 per user per month. It is ideal for growing teams which need flexibility of scale and comprehensive functionalities to create a high performance culture.
There is a 21 day free trial available.
People management software focusing on 360 performance review cycles and engagement surveys, OKR tracking and real-time feedback ideal for teams of 40+ members
Performance management with Lattice starts at $8.00 per month for each user with a minimum annual agreement of $4000.
Based on the minimum commitment, Lattice is ideal for team sizes of 50+.
There is no free trial, but a demo can be availed by interested users.
Comprehensive performance management and employee development software with reviews and conversations for managers and employees ideal for companies with 25+ members
The pricing for Culture Amp is available on request. It is ideal for organizations with 25+ employees. This performance management software provides different feature-clusters for different organizations based on their workforce strength and is, thus, ideal for small, medium sized as well as large enterprises.
There is no free trial for Culture Amp. However, there’s a 3 minute pre-recorded demo available on request.
All in one people enablement platform bringing together performance management, employee engagement, and learning ideal for teams of any size
The pricing for Leapsome starts at $6.00 per user per month. There is no minimum commitment, making it suitable for organizations that might be starting up as well as large enterprises.
Leapsome offers a 14 day free trial for users.
Continuous performance management platform which combines software, education, and community to develop successful managers improve employee performance ideal for teams of all sizes
Pricing for 15Five starts at $8.00 per user per month and is ideal for organizations of all sizes. It also has specific capabilities for managers to facilitate performance management starting at $9.00 per manager per month.
Users can sign up for a free trial
New age performance management software redefining appraisals by combining employee engagement and performance reviews ideal for larger corporations with medium sized teams
The pricing starts at a minimal cost of $5000 annually. Therefore, having a critical mass of team members makes sense to use this performance management software.
There is a free demo available.
Personalized Human Resources Information System (HRIS) focused on performance management for small and medium sized organizations
The pricing for BambooHR is available on request based on the number of employees and functionality requirements. It is ideal for organizations of all sizes and has a suite of HR services to offer, which can be of better use to organizations in their scale up phase.
There is an availability of free trial
Intelligent employee listening platform to provide personalized employee experiences and maximize business performance for large organizations
The pricing is available on request. This performance management software is ideal for large organizations and enterprises.
There is no free trial available. But a pre-recorded 2 minute product walk-through is available on request
If you are wondering how to find the right performance management software or how to make a decision from the many options shared above, you need to ask yourself a few questions:
Start by gauging where you are struggling and what are the problems that you seek to solve with the performance management software. The idea is to enlist all your pain points and intended impact.
Once you have your pain points, you will have a clear picture of what you need. Do you only need performance review capabilities or do you also need support with goal management as well as feedback. These considerations are crucial for you to make the right choices.
(Keep reading to learn the key features of top performance management tools)
Next, you need to gauge your financial situation to decide how much you are willing to spend. While there will be pricing for performance management software available, you will first need to have clarity on your budget. Learn about the possible return on investment before you commit to a software.
Read ROI of Performance Management Tools to make a proper business case
In addition to the budget, you also need to figure out the number of people who will be using the performance management software, now and in the future. If you are a growing organization, you need to be cognizant of your scale up plan as well. While some performance management software are ideal only for large enterprises, others have solutions for the entire spectrum with flexible pricing.
Finally, you need to consider whether simply gathering reviews and feedback is enough or would you need insights, reports, heatmaps, etc. as well to make sense of your data points. More often than not, having such features and integrations are integral to performance management and thus, this consideration can make a lot of difference.
Based on answers of these questions, you need to look for some features that are mostly non-negotiable if you want to leverage your performance management software to the maximum extent, including:
A key aspect of any performance management software is its ability to assist growing organizations and team members in goal management. There are multiple connotations at play here:
The right performance management software will enable you to set, align and manage goals seamlessly to contribute to high levels of performance resulting from achievement of goals and OKRs.
Performance tracking and 360 review are very important aspects of a performance management software. Especially for fast growing organizations, it is important to track progress and performance in real time to:
However, simply focusing on real time tracking is not enough. Performance reviews as a part of the performance management software must also be comprehensive and holistic in nature. This requires a focus on 360 performance review to ensure:
Thus, the right performance management tools will enable you to frequently conduct employee reviews, involving all key stakeholders in a strategic and streamlined manner by leveraging the power of automation. Put simply, the pre-set review templates and surveys can be set automatically using the software with automatic reminders, reducing admin work while augmenting impact at the same time.
Based on performance tracking and reviews, the performance management software should be able to provide you with insights to offer feedback during 1:1 conversations. Some important aspects include:
Additionally, the various integrations of the performance management software should reduce the admin work for managers for scheduling and conducting 1:1 conversations.
The best performance management software should be able to help managers and organizational leadership ensure frequent and meaningful recognition and appreciation. This generally requires:
Therefore, a performance management software must provide insights into these and more aspects of appraisal and recognition. The objective is to enable managers to reward high levels of performance consistently to facilitate motivation and at the same time, identify and address blockers to performance, if any.
Finally, the performance management software should have robust reporting and analytics capabilities. Simply conducting reviews, feedback, etc. will not bear fruit, if managers are not able to drive change with the results. Therefore, the performance management software should:
Thus, reporting and analytics can be a culmination of all performance management efforts as well as the starting points on new priorities and areas of work. Without holistic but crisp reporting, a performance management software might not be able to provide complete insights into the performance culture for an organization.
In a performance management software, you should look out for the feature of performance snapshots to ensure bias free performance management with feedback captured at regular intervals. Your platform should:
Good performance management tools can help you capture performance snapshots across an automated 9 box exercise and track improvement over time.
For performance management to be truly effective, your managers need to be trained on providing the right coaching to employees in a strategic manner. This not only enables them to provide feedback holistically but also have 1:1 conversations with employees in the right way. A performance management tool can help this by providing coaching support to managers by:
Thus, you must look out for a performance management system which can provide adequate coaching to your managers to help employees navigate their performance in the right direction.
A performance management tool that comes with a feature of talent profiles or personality assessment is important for any growing organization. It can help you understand the strengths, skills and other important aspects of your team members and identify gaps if any. The right tool will enable you to:
Therefore, the right performance management tools will help you build talent profiles not only prepares you for better performance in the present, but ensures that you are set for the future too.
Ensuring the right skills and competencies are borne by each employee is an integral part of performance management. Thus, if your tool is able to facilitate this, you will find yourself in a position of success. A good performance management software can help you:
In a nutshell, the tool will be able to help you draw a blueprint for your organization’s learning and development based on competency management.
In conclusion, it is evident that most of the performance management software available in the market today can help you transform your performance management process for the better. However, choosing a software based on its capabilities may not be enough. You need to gauge whether or not it is ideal for your organizational size and type too as well as measure its ROI before committing your resources to any particular software. Use the factors shared above for an informed purchase of your performance management software.
If interested, book a free trial with SuperBeings today. No credit card required.
Talent development is critical for growing organizations which see the workforce as their biggest asset. Focus on developing their talent stack not only leads to a pleasant employee experience, it also augments the overall performance and productivity for an organization.
While you may come across many ways to facilitate talent development, leveraging the competency framework can help you move the needle very quickly.
Let's see how.
Before moving directly to how you can implement the competency framework, let’s quickly understand the 5 stages of talent development.
The first stage involves planning for your talent needs based on your organizational priorities and creating the position profile based on the skills, attitudes and other competencies.
Based on the position profile, you need to start attracting talent for the position. You can do so by spreading the word in the right networks, through job portal platforms, etc. The objective is to ensure that you are reaching out to the right network. You can also explore the right candidate for the position internally to considerably save hiring and training costs.
Once you have identified the right person, the next stage of talent development is extending the offer to the person after a thorough background check as well as a competency and expectation match. It also requires creating personalized onboarding plans for the first 30-60-90 days of the candidate’s journey within the organization. Read our guide to employee onboarding to learn more about onboarding do’s and don’ts.
The main focus of talent development starts with providing the right development and learning opportunities to your workforce. This can involve upskilling for both technical and soft skills, leadership building or any development intervention based on the need of the role and position.
Finally, talent development involves undertaking initiatives to retain your talent. While learning opportunities are important, facilitating engagement, wellness, motivation, etc. all contribute to employee retention.
If you are wondering how the competency framework aligns with talent development, you need to start by decoding what the framework actually stands for.
Put simply, a competency framework is a set of behaviors, skills, abilities and attributes that an organization considers imperative for creating a high performance culture.
The competency framework can be implemented at all stages of the talent development or the employee lifecycle within an organization. The idea is to ensure that certain core competencies are kept at the heart of the decision making that in any way impact the workforce.
Competency framework based talent development is very important for employee retention. Talent development practices when undertaken effectively have the potential to encourage team members to stay with the organization for long and at the same time become ambassadors to help attract high quality peers.
Here are the top reasons why competency framework based talent development matters:
Now that we have covered the basics of talent development and competency framework, let’s understand how leveraging the latter to advance the former can create a far reaching impact for organizations.
The first step is to create a competency framework which involves identifying the key competencies which will be instrumental in guiding all decisions around talent development. Depending on the nature of your organization, there can be categories within the competency framework that you seek to focus on. Your competency framework should focus on behaviors, skills and attributes which are critical for performance and overall success. The following steps can help you create a competency framework for talent development:
The responsibility of creating the competency framework is collective. It starts with involving the executive leadership to ensure alignment with the vision, people managers to ensure they are ideal for the culture you are trying to build and functional managers to ensure inclusion of right competencies for each role and position. Furthermore, involving those on the ground can be fruitful as they have the best idea of what competencies are critical and others which are good to have.
Once the competency framework for talent development is ready, the next step is to align it with your recruitment process to ensure precise and effective hiring. There are a few steps along the way:
The onus of implementing the competency framework during selection lies primarily with the HR team and recruiters who assess the candidates with different tests and assessments. Team managers and leaders also play a role in assessing functional competencies and fit.
Irrespective of whether an employee is onboarded before or after you have implemented the competency framework for recruitment, you need to ensure competency based performance management and development opportunities.
From a talent development perspective, the focus of the competency framework should equally be on developing employees for their next or subsequent role based on the specific competencies for the same.
The onus of aligning performance and development with the competency framework lies with team managers as they are best able to determine the performance gaps. Furthermore, employees with their managers can identify competency gaps for better performance and focus on the right learning and development interventions to bridge the same.
Finally, the competency framework must also impact the subsequent rungs of talent development where an employee moves up the ladder from one position to the next. Based on the organizational matrix and competencies for each level, you need to identify key attributes that differentiate one level from another and ensure the same is communicated to your employees.
In a nutshell, it is quite evident that the competency framework can inform and advance every stage of talent development for fast growing organizations. If you implement such a framework across the employee lifecycle, you will significantly reduce your chances of a wrong hire and will be able to nurture a workforce that aligns on the vision, goals and overall organizational culture.
A clear competency based talent development approach can help you achieve high levels of performance which is observable and measurable.
While most people managers are able to create a business case for setting OKRs as well as for the adoption of an OKR software by leveraging industry benchmarks and best practices, there is a need to explicitly decode the return on investment of using an OKR tool as well.
Unless they are able to clearly illustrate how the return achieved using a goal management software is greater than the investment, it becomes difficult to sustain the adoption and get long-term leadership buy-in.
Continue reading to strengthen your business case on the same.
Let’s quickly understand how the OKR framework is integral for an organization, especially high growth companies. Most fast growing organizations have competing priorities they need to focus on with limited resources at hand.
Therefore, simply setting goals by adopting a top-down approach without supporting parameters can lead to confusion and incompetence. OKRs help drive away this ambiguity by linking measurable key results for each objective and facilitating a collaborative approach to achieving goals.
Here are the top three benefits of implementing OKRs in an effective manner:
OKRs enable employees and leadership to have a very clear focus on what needs to be accomplished and what work is out of scope. The idea is to have complete clarity on —
The last part is extremely important as it helps create a sharp focus and set priorities straight.
93% of employees don’t really understand what their organization is trying to accomplish in order to align with their own work.
This illustrates that there is a big absence of clarity and focus amongst employees when it comes to what needs to be accomplished, which stands in the way of creating a high performance culture. Therefore, OKRs can help reduce such uncertainty and ambiguity, making it easy for the workforce to concentrate on what matters.
Taking cue from the first point, the second benefit or purpose of implementing OKRs foris a need for clarity of expectations and overall team and organizational alignment. In case of fast growing organizations, there is an overlapping of roles and responsibilities and a lack of clarity on expectations from each employee. This leads to lower than average outcomes, productivity and revenue growth and data backs the same.
97% of employees and executives believe lack of alignment within a team impacts the outcome of a task or project. Whereas, companies that regularly exceeded revenue goals were 2.3X more likely to report high levels of alignment.
By ensuring organization-wide goal visibility, OKRs help teams to decode what is expected out of each team member and their respective contribution towards achievement of the shared goals. Thus, increasing alignment and collaboration.
Finally, setting and implementing OKRs is often a collaborative process. Employees get involved in and participate during the entire OKR process and feel engaged in the same. This greater involvement and participation leads to deeper levels of engagement and ownership of key results which drive impact.
OKRs also enable employees to also gauge their performance and measure their progress in an effective manner. This motivates them to get more involved in achieving the common weekly, quarterly and annual goals. This higher level of engagement directly impacts key organizational parameters such as retention, productivity, profitability, etc.
The business case for OKRs is very clear. However, for companies that are scaling up, with limited bandwidth and competing priorities, often setting OKRs itself gets left behind due to other business priorities.
If an organization focuses on a manual approach to the OKR system, there are several steps which require a lot of time and effort including setting and writing, implementing, tracking, grading, evaluating and modifying OKRs.
Fortunately, today there are OKR tools in the market, which can help automate all of these aspects to help simplify the OKR journey. The right goal management software can help you maximize the realization of the return on investment for your OKRs. Following are the top five ways in which an OKR software makes a measurable difference on the bottomline —
First, an OKR tool can help organizations document or record the OKRs in a way that is visible and accessible to all. There is supporting evidence to show that what gets documented has a higher chance of being achieved, as what is out of sight is often out of mind.
Individuals are 42% more likely to achieve goals when they are physically recorded.
Therefore, the OKR tool can enable organizations to clearly define the business and team OKRs in a written manner which can be reflected on, seen again and again to create instant recall for employees.
OKR tools are great for creating alignment and accountability. On the alignment front, the OKR software can help achieve high levels of strategic alignment on what is the responsibility of each team member across organizations towards the key business goal achievement.
Highly aligned companies grow revenue 58% faster and are 72% more profitable than their misaligned counterparts.
The dashboard of a good OKR software can help you constantly gauge the level of goal achievement, ensure that team members are aligned on different phases as well as keep a track of when their responsibility is due. It creates high levels of transparency.
Moreover, greater alignment leads to high levels of accountability. Generally, since there is a lack of alignment on responsibilities, there is an accompanying lack of ownership and accountability, and most employees shirk away from taking accountability.
84% of the workforce describes itself as “trying but failing” or “avoiding” accountability, even when employees know what to fix.
A goal management software like SuperBeings allows you to integrate OKRs with regular meetings and check-ins to keep track of progress. Thus, driving a culture of accountability.
It is very common for companies to set OKRs and then evaluate them only at the end of the quarter/year. There is a lack of mid-term tracking which makes it difficult to gauge whether the progress is aligned with the key results or not.
40% of people that write down goals don’t check whether they’ve achieved them. Moreover, only 5.9% of companies communicate goals daily.
An OKR software can help you address this concern by facilitating day-to-day OKR progress tracking. A daily dashboard and history of 1:1 and team check-ins on OKRs, can help organizations track developments over time.
It can also help identify and resolve any performance issues that stand in the way of goal achievement preemptively. At the same time, even if organizations are tracking and monitoring OKR progress, doing so with a manual process is inefficient. An OKR tool can automate most of these processes to enable HR and people managers to spend more time on driving results.
Another major concern that organizations face when it comes to OKRs is being prepared and ready for the same. Many line managers and others struggle with writing effective OKRs. Many organizations believe setting OKRs once is enough. However, that is far from the truth.
Research says, companies that set performance goals quarterly can generate 31% more returns than those reassessing annually.
Using an OKR software can help eliminate all these challenges.
Finally, an OKR software can promote high levels of collaboration for goal achievement. For many organizations, the inability to collaborate leads to low levels of results, diminishing the ROI for OKRs.
86% of employees and executives cite lack of collaboration or ineffective communication for workplace failures.
Using a good OKR software makes collaboration seamless by aligning cross-functional projects and tracking cumulative progress. Invariably, an increase in degree of collaboration is a direct ROI of an OKR tool which can create far reaching impact.
In this final section of the article, we will talk about the key parameters that can help you gauge the ROI of an OKR software. While the above mentioned are primary impact areas, most of them have a qualitative aspect to them.
Gauging the ROI requires backing of data points from employee experience and business results, which the following parameters can help explain.
Organizations should start by gauging whether or not transparency and alignment on goals has increased. This can be measured using employee pulse surveys to understand their opinion on how well they have visibility of goals and clarity on what they need to work towards. Therefore, the first ROI parameter for an OKR software is to identify the increase in level of transparency to ensure everyone is working in the same direction and there are no gaps or overlap in efforts.
The main purpose of an OKR tool is to facilitate the effective and efficient achievement of the goals set by an organization. Thus, the next parameter to measure ROI should revolve around the degree and time period of goal achievement.
You can start by comparing the degree of goal achievement by leveraging OKR grading to see if there is a significant improvement in percentage terms as compared to pre-OKR tool period. Second, it is important to gauge whether or not the goals/key results have been achieved in a shorter period of time or not. Since the OKR platform facilitates better alignment, collaboration, tracking, etc., it can help organizations achieve or realize the goals faster.
Third, there are several administrative overheads that accompany the setting and implementation of goals/OKRs. These include tracking, grading, etc. for managers and providing inputs on the part of employees. The ROI of an OKR software can be gauged by mapping whether or not these overheads come down.
The next parameter for ROI calculation is to measure the change or increase in revenue after the adoption of an OKR software. Since an OKR tool seeks to enable organizations to achieve their goals faster, cost effectively and to a greater extent, there should be an increase in the revenue realized.
According to Larry Page, co-founder, Google claims that “OKRs have helped lead us to 10X growth, many times over.”
Finally, gauging the value of employee parameters like retention/turnover, productivity, engagement, etc, can cumulatively be leveraged to capture the ROI of an OKR tool. There are several ways to gauge these workforce parameters, along with factors like eNPS, etc. which have a direct business impact. Calculating them can help measure the ROI of the OKR tool for an organization.
It is evident that adoption of an intelligent OKR software is not only good to have, but integral for organizational success. Using the right tool has a direct business impact which can be measured in numbers using the ROI parameters mentioned in this article.
There are both qualitative and quantitative aspects to measuring the ROI and a balanced approach to both can empower organizations to align individual performance with business goals.
If you are considering implementing the right OKR software in your business, try out SuperBeings free 21 day trial. Book today. (No credit card or commitment required)
Since performance is directly linked to organizational success, getting holistic feedback to performance is crucial. 360 degree feedback is an interesting and highly effective means to achieve the same.
Essentially, 360 feedback involves gathering feedback about a particular employee from different stakeholders in the organization. You can leverage four major segments of stakeholders to get 360 feedback from —
However, at times, 360 feedback might look like too much work. Fortunately, if you create a strategic plan and collaborate with the right platform, the job is half done.
In this article, we will share why and how of 360 feedback to help answer all questions that might surface for you as well as suggest 20 questions for your next 360 degree review.
Let’s quickly start with why you need to conduct 360 feedback as a part of your performance review.
First, when there is only one reviewer, there are chances of rater bias creeping in. Here some preformed biases might fog the judgment of the reviewer, leading to an error in performance rating. When multiple stakeholders provide feedback, the rater bias can be eliminated, or at least minimized.
Second, different stakeholders in 360 feedback will focus on different performance aspects of an employee. This will help you and the employee to create a holistic development plan that incorporates diverse areas of growth, which go beyond the technical competencies.
Finally, when different stakeholders have to provide feedback to one another, they make a conscious effort to know each other and the work the other one does better. This leads to better workplace relationships, greater collaboration and an acknowledgement of mutual value creation.
Before we move onto the process and best practices for 360 feedback, let’s quickly understand how it is different from other feedback methods.
Thus, 360 feedback is more participatory, engaging and expansive in scope when compared with other types of feedback methods.
Most organizations believe that conducting feedback once a year is enough and the same gets applied to 360 feedback as well. However, as we have advocated earlier, continuous performance management is integral for fast growing organizations.
Consequently, you should conduct 360 feedback on a regular basis. Since many stakeholders are involved, you can schedule 360 feedback for once every quarter or depending on the frequency that works well for you strategically and operationally.
In addition to your set cadence, you may need to foster a culture of 360 feedback to promote culture change and create an empowering ecosystem. 360 feedback can play an important role in appreciating and reinforcing good performance as well as act as a corrective measure for areas of improvement.
Here are a few examples or instances where you might use 360 feedback.
Now that you understand why and when to run 360 feedback, let’s focus on how you can run them in a way that you are able to reap maximum results.
Be clear on what the 360 feedback seeks to achieve for each employee. The context and focus cannot be the same for employees at different stages of their lifecycle.
While those in their early days need to be reviewed on their experience and culture fit, focus for those with a longer tenure needs to be on new responsibilities, performance, etc.
Set a calendar with a predefined frequency for conducting the 360 feedback to ensure that everyone is free and available when the time comes. It will also help you plan and prepare for the entire process in advance. Also, have clarity on how long you want to run the feedback cycle, a week or 10 days is ideal.
For each 360 feedback cycle, you need to figure out who all will you take the feedback survey to. Most common participants are:
However, you need to identify within your organization, which peers will you reach out to for which employee, ensuring that they have had a working relationship.
Create a 360 feedback template with questions for each segment of stakeholders. It is important to understand that questions for managers and peers cannot be the same. Each stakeholder group will review the employee from a distinct lens, and, hence, the questions should be reflective of that.
On the day of your cadence, send out the 360 feedback survey to all the identified participants and explicitly inform them of a few points to keep in mind, including:
Once you receive the response, you need to analyze them to gauge the commonalities between different comments from different stakeholders. You also need to compare the self evaluation with the evaluation of others to understand if the employees have a realistic picture of their performance or not.
Based on the analysis, create a consolidated feedback to share with the employee in question. This sharing could either be via the managers or the HR team, depending on your organizational structure. Focus on this 360 feedback meeting should be on sharing key insights and creating a development plan to facilitate improvement.
As mentioned above, a key component of the 360 feedback process is creating a question template. Following are a list of questions that you can use for different stakeholders.
If you are convinced that 360 degree feedback is a great tool to improve your workforce performance, you can take this one step further by collaborating with a 360 feedback tool to automate the feedback process of setting the cadence, brainstorming survey questions, analyzing responses and maintaining all feedback history. To see how SuperBeings can help you on this, book a free demo here.
When it comes to employee surveys or performance reviews, the support for a rating scale is often conflicted. While some organizations believe that a rating scale is quite effective to get a macro view of employee and organizational parameters, others feel that it offers a myopic view.
However, we cannot neglect the overall importance of using a rating scale to measure critical employee parameters and identify areas to focus on.
Through the course of this article, we will help you understand —
To improve anything, you first need to measure it. Performance rating scales help you do just that. It gives you a clear picture of employee performance and engagement, the gaps in it and helps you with relevant ideas to improve upon. Here’s how —
A rating scale can help you capture employee pulse on different factors in a uniform and transparent manner.
Since there are a limited number of options, there is a standard trend that comes out from a rating scale.
Specifically focusing on employee performance, a rating scale can help you measure the performance of all your team members on a uniform scale, ensuring a standard and transparent approach to appraisals and review.
Second, employee rating scales are exceptional tools for quantitative assessment on different organizational parameters. This can be a great way to capture data points and statistics on factors like engagement, alignment, motivation, performance improvement, etc.
Such data points can enable you to compare trends over time and identify whether or not the organization is going in the right direction.
Finally, a rating scale is easy to administer.
The rate of completion is quite high when it comes to a rating scale.
At the same time, calibration of results is faster and easier for you. While it is important to derive qualitative responses as well, a rating scale can provide an effective starting point for interventions.
Collecting, analyzing and taking action on employee survey comments are great way to bridge the gap between quantitative and qualitative responses from an employee rating scale.
Read how to use employee survey comments for better employee experience to learn more about this.
Now that you have an understanding of how a rating scale can help your organization, let’s quickly explore the different types of rating scales that you can leverage.
While the basic foundation of all employee rating scales is common where the respondents have to select between a few options, the nature of the option varies significantly.
The number of options for each rating scale can range from 2 to 7 depending on the variance that you wish to add and the clarity you are able to create between the difference for each option.
The first type of rating scale can be distinguished on the basis whether the options are numeric or descriptive in nature.
A numeric rating scale involves questions whose answer options are the form of numbers which signify the pulse of those providing the rating.
Here lowest and highest scores refer to being least likely and highly recommendable respectively.
Here’s another example:
This is one of the top examples for using a numeric rating scale, where you don’t need much information from your employees, but just want to get a quick snapshot. However, a numeric rating scale can be ambiguous at times, and each point on the rating scale could have different connotations for different individuals.
A descriptive rating scale, on the other hand, is one in which the responses are more verbose in nature and are able to capture employee pulse in a more effective manner. There are several types of descriptive rating scales that you can leverage.
One of them is the Behavioral Anchored Rating Scale (BARS). The idea is to identify one behavioral aspect that you wish to get insights on and attach a few anchors to it. Then rating takes place on each anchor which ultimately adds up to the behavioral rating. Below is a quick example for performance rating on teamwork for an employee
Rate Mr. X on the following anchors of team work (scale of 1-5)
In the Likert rating scale, the options are generally descriptive in nature and they seek to measure the response to a particular statement.
Instead of a direct question, you can add a statement for your employees to share their view on, from a list of options.
Q2. ‘I believe it is easy to collaborate with other team members’
It is best to have an equal number of positive and negative responses, with a neutral response, if required.
A semantic rating scale has similar characteristics. However, while the Likert scale has a description for each option, the semantic scale provides two extreme options like success and failure with no names in between. Your employees can rate the statement based on the degree of extremity.
Q1. I believe Mr. Y pays attention to detail in his work
In the nominal rating scale, there are a few options under the questions, which don’t have any relation to one another. This can be a multi checkbox sort of scale
In the binary rating scale, there are only two option, Yes or No that the employee has to choose from
Once you understand the difference between the various employee rating scales, you need to identify which one is the best for you. Chances are that you will need to experiment with a combination of a few based on different requirements.
Start by exploring what is the need. This suggests you need to be very clear on what you seek to achieve from the rating — better performance, more engagement or something else (specify). Here are a few use cases and the best rating scale for each
Use the BARS rating scale from the descriptive type and you will be able to gauge pulse on different anchors for a particular parameter.
Consider the Likert scale and encourage your employees to react to a statement or belief/ attitude to the degree they agree to it.
Use the numeric rating scale to gauge how likely your employees are to recommend others to work in your organization.
On the same lines, you can identify the use case and align your needs to select the right rating scale.
Next, based on the need, once you identify a rating scale, try to understand if the options you have captured are able to measure what you seek to gauge or not. For instance —
You need to first gauge the intent variety of responses you are likely to receive and choose the rating scale accordingly. For instance, for some parameters, only three options are enough to capture a variety of perspectives. On the other hand, some might need as many as seven options with incremental differences between each. Thus, identify the right scale based on the expected variance.
Most of the employee rating scales that you see can help you capture a quantitative assessment of the organizational parameter. However, you can also facilitate qualitative assessment with a rating scale by ensuring the following:
Start by leveraging descriptive employee rating scales instead of numeric ones. These scales, in diverse forms allow you to capture deeper insights about employee pulse as compared to a numeric rating.
Ensure that your questions are not only data oriented like Do you agree, or how likely are you, etc. Questions on the top organizational values or best ways of recognition require mutually exclusive options that give you deeper qualitative understanding.
Use the words that your team members most align with, which are commonly used in the organization. For instance, if you use health initiatives as an umbrella term, putting words like wellness might lead to a poor rating.
Each option in the rating scale should have a clear description. For instance, you need to be clear on what strongly agree means or what a rating of 1 signifies, to ensure everyone is on the same page.
By now, you know that having the right rating scale for a specific purpose is the key to understanding and managing your employees. SuperBeings offers you different kinds of scales to choose from and guides you to pick the best one for your specific business need. You can book a quick demo with one of our experts to see how to leverage this.
When you think about creating a succession pipeline for your organization, focusing only on attracting and retaining talent may not be enough. You need to give equal attention to developing your talent as well.
However, simply investing in employee training that is good for a specific role is not an effective strategy for the modern workforce. You need to adopt a personalized approach where you evaluate the performance of each employee and customize development opportunities for better individual and organizational growth.
That’s where employee performance reviews come in — to enable line managers and HR leaders to holistically evaluate employee performance and set them up for success.
This article seeks to help you understand what are performance reviews, gauge their importance and shed light on some of the best practices to conduct effective employee reviews.
Performance reviews are essentially a set of conversations between employees and their managers to reflect on the following —
On a macro level, performance review for each employee adds to the level of effectiveness of the overall organizational performance. This suggests that an upward trend in performance reviews over the years indicates better organizational performance leading to better business outcomes.
Recently, the nature of performance reviews is changing to adapt to a more frequent, conversational, action oriented and value driven approach.
According to a report by Gartner, 95% of managers report they are “unhappy” with traditional performance reviews and would prefer implementing a more continuous performance management system.
You might have come across a negative attitude towards performance reviews in the past few years, many calling them out as simply a tick in the box, without amounting to anything concrete.
However, you need to understand that if done the right way, employee performance reviews have the potential to transform the fabric of your organization by augmenting employee engagement and satisfaction levels and simultaneously creating a high performance culture.
There are several ways an effective performance review system can help you facilitate change and impact such as:
If you look closely, you can reap benefits from performance reviews at different levels to unlock the potential of your workforce, teams and the organization.
Here is a quick summary of the top 10 practices to conduct effective performance reviews that you can take inspiration from:
For a long time, performance reviews have been a one-way street where managers share what they feel about the employee’s performance. However, if you want your performance reviews to actually make an impact, you need to ensure continuous dialogue between them.
Encourage your managers to ask questions and motivate the employee to share their side of the story as well. This will help you gauge the reason and get a deeper understanding of what led to the performance, whether good or bad.
Such 1:1 conversations can help create an environment of trust and confidence for employees to open up to you and other managers and share any concerns. You must ensure that the dialogue transcends an exclusive focus on what went well and what did not to include aspirations, roadblocks, support needed, and an overall feedback about the culture and experience.
Not sure how to conduct such 1:1 performance conversations? Read our top 50 1:1 meetings questions to use in your next performance review. Or check out SuperBeings guided templates for specific performance conversations
If you believe that having a performance review once a year is enough, you need to pause and reflect on your approach. If you want your employees to thrive in a fast changing environment, you need to touch base with them more often.
Fortnightly or a monthly cadence for 1:1 conversations, coupled with weekly or daily focus on capturing employee pulse is the need in the new normal.
Research shows that 51% of employees believe that annual reviews are inaccurate, and 53% say it does not motivate them.
Scheduling regular and timely performance reviews will enable you to share any changes in expectations with your employees. Furthermore, you can make them aware about any performance challenges that may be visible to you as they surface before waiting for an entire year, when not much can be done.
Here, encouraging your managers to focus on coaching your team members or ensuring some value add with every conversation is important. Regular performance reviews will help you have a constant visibility over what’s happening and not be surprised with completely new information at the end of the year.
While performance reviews should focus on how the employee’s performance has been, they need to equally be oriented towards the future. You should spend only a small fraction of the allocated review time reflecting on what happened or why it happened, and spend more time on the need and scope of future developments. Focus on what the next goals are, what kind of support your team members need, etc.
The idea is that you cannot do much about the performance of the past, other than learn from it. However, a future outlook can help you enable your employees to put those lessons to use and ensure success at all levels.
Read this article to learn how to turn your performance conversations into employee development opportunities
It is extremely important to be equipped with comprehensive data on your employee when performance review conversations are underway. These generally include employee feedback, general trends in performance like absenteeism, productivity, inputs from other team members and managers, etc.
Here having 360 degree feedback is important. According to Forbes, More than 85% of all Fortune 500 companies use the 360-degree feedback process and most fast growing organizations are following the same.
Having the right data will enable you to have constructive conversations rather than ambiguous dialogue exchanges. It is ideal to have data from almost everyday captured for each employee and leverage key insights and trends to drive the conversation.
If you feel you are stretched too thin to capture and analyze such large volumes of data, you can always collaborate with a platform like SuperBeings which can help you capture regular data with their pulse surveys and performance snapshots and provide you with AI driven action recommendations. Book a free demo today to see how you can leverage it.
To effectively conduct a performance review, you need to have a very clear understanding of what you are looking for when evaluating employee performance. This suggests that you need to have clarity on what entails as effective performance.
These are some of the crucial questions that you can start with to determine the performance criteria for your employees. To make your performance reviews effective, you must share the criteria with your employees in advance, so they are not caught in conversation with no understanding. If your performance review is goal oriented, setting OKRs will be effective.
Going into performance reviews without planning out how to drive the conversation will limit the impact you are able to achieve. You should plan how you will start the conversation and how it will fall into place subsequently.
Starting your review meetings directly with performance feedback can create anxiety for the employee. Having an agenda will help you ensure that you have a smooth conversation and nothing important is missed out.
Generally, you need to start with some ice breakers or hygiene questions. (Check this out to find some great ice breaker conversation prompts) You can then follow them up with two-way feedback, conversation on the next steps and finally create a plan of action. Irrespective of your priorities, an agenda will help you have an effective review conversation in the stipulated time.
WHERE — The location and the timing of the performance reviews must also be mindfully decided. Since you want to have a constructive conversation, selecting a place where there is too much noise can hurt your case. There are several factors you must consider like do you need complete privacy, what kind of a space, closed or open will you prefer, what kind of resources (stationery, furniture) would you need, etc.
WHEN — You also need to be cognizant of when the conversation takes place. Would you want it to happen during office hours or after? If you are doing it during office hours, you need to make sure that you block time in advance and not try to squeeze a few minutes between meetings. Determine how long the conversation needs to be, etc. The environment plays a major role in ensuring that the conversation goes as planned and there are no disturbances.
Great performance reviews are all about effective communication. There are several aspects to this practice.
Performance reviews are most effective when they conclude with an agreement on the next steps. Once you reflect on the performance, it is important to decide on a plan of action to facilitate performance improvement. While your employee might need to focus on a few things, you also need to be clear on what support they need and how you will provide it.
Agreement in performance reviews must be followed up with tracking and monitoring progress on the next steps. Performance reviews can only be effective if the next steps are actually achieved and there is a change or impact that was intended. Make sure you track the progress of your employee, which will serve as crucial data for your next conversation, which in a regular mode will be just down the line.
If you feel following a continuous and comprehensive approach for performance reviews is overwhelming, you should collaborate with tools like SuperBeings.
Not only will you be able to capture employee pulse, understand employee sentiments and cultural heatmaps, your entire fleet of managers will also be equipped for performance snapshots, progress data and employee strength profiles.
SuperBeings also connects performance data with 1:1 meeting suggestions thus helping you to guide your performance review conversations better.
To get a better idea of how SuperBeings can help you with performance reviews, book a free 21 day trial today.
In recent years, there has been a steady rise in the focus on gauging and increasing the ROI of performance management tools as organizations come to realize how having an efficient performance management system impacts the bottom line and facilitates a pleasant employee experience.
In this article, we will talk about how reinventing the wheel with the adoption of performance management tools can help organizations achieve unparalleled success by combating the challenges in traditional performance management.
Furthermore, we will highlight how organizations can secure leadership buy-in by creating a business case with return on investment for the right software.
Before we start discussing the challenges in traditional performance management and how performance management tools can help you navigate the same, let us quickly understand why performance management matters. Here’s what the numbers say —
94% of individuals would stay at a job longer if it helped them grow; performance management plays an intrinsic role in employee development
79% of employees who quit their jobs cite a lack of appreciation as a key reason for leaving; performance management can facilitate timely recognition
Organizations that were in the top quartile of employee engagement see 21% higher profitability; performance management can greatly augment engagement levels
75% of workers have experienced burnout; performance management can help preempt burnout by constant tracking to eliminate the same
While the business case for performance management is very strong and makes business sense, many fast growing organizations have been able to reap only limited benefits.
Only 8% of companies believe their performance management process is highly effective in driving business value
58% businesses say it’s not an effective use of time
91% of people believe company’s performance management process could be better
There are several challenges in the traditional performance management systems that limit the success and impact for organizations, rendering them unable to achieve a high return on investment on their performance management tools. Let's have a quick look at some of the major drawbacks of current performance management process:
70% of companies require a PA or HR representative to collect feedback via email, Word or Excel
The first major challenge of traditional performance management is reliance on spreadsheets and manual methods. Invariably, the process is replete with inefficiencies, which can simply be eliminated with the adoption of the right tools.
Managers spend 210 hours a year on performance management, and employees spend 40 hours a year
Second, traditional performance management can be highly time consuming. This involves time spent on gathering feedback, collating different data points, creating reviews, having conversations, and much more.
Consequently, managers struggle to complete their reviews on time.
As many as 50% of employee evaluations were overdue by 30 days or more
While phases like 1:1 conversations require manager involvement, many other parts can be automated to make them less time intensive.
Performance management tools like SuperBeings even make it easier to hold 1:1 conversations easily with guided templates, automated scheduling and AI recommended talking points. Click here to see how it is done
51% of employees believe that annual reviews are inaccurate
53% say it does not motivate them
Two-thirds of performance management systems fail to recognize high performers
Third, being a manual approach, most performance management tools follow an annual cadence or frequency. They generally focus on annual reviews and appraisals and rarely have any mid-point check-ins.
SUPER TIP — Check out free SuperBeings Playbooks on how to conduct weekly, monthly, quarterly performance check-ins.
Moreover, the lack of accuracy in employee evaluation leads to low levels of motivation and engagement for the employees resulting in negative trends of high turnover, absenteeism, lower productivity rates, etc.
98% of businesses believe performance management is important. Only 64% say they have an effective approach to it
This clearly indicates that the traditional performance management process that relies on only human interventions and an annual approach is broken and requires fixing.
Now let’s explore how.
Fixing the traditional performance management approach, requires aligning performance management with the dynamic market realities and changing employee expectations.
Organizations today need to focus on consistent performance tracking and management with continuous feedback and communication, backed with integration across teams and a focus on regularly gauging employee pulse.
While it is true that a lean human resource structure of a fast growing organization may not be able to realize all these, adoption of the right performance management software can help take the leap. Even research shows that such transformation is already on the cards.
81% of HR leaders are making changes to performance management
70% organizations are either updating or have currently reviewed their performance management systems
One of the major changes that most high growth organizations are advocating is the adoption of a performance management software.
The right performance management software enables fast growing organizations to go beyond performance tracking to focus on each aspect of the employee lifecycle to create a high performance culture. An efficient performance management tool help organizations to:
Check how SuperBeings can help you supercharge your team’s performance with its all-in-one performance management tool. Book a free demo today
Now that the importance of performance management software has been established and there is a clear understanding how the same can help fast growing organizations, let’s explore the impact it can create with its diverse use cases.
41% of team members who are aware of their strengths show lower absenteeism
The right performance management software can help organizations understand each team member and identify their strengths. These strengths can then become the basis for work delegation to ensure that the tasks allocated to employees are aligned with their strengths, interests and workstyles. They are able to create greater value because the work allocated to them motivates them.
Measuring output or outcomes also becomes more efficient with performance management tools. With high levels of progress and evaluation transparency, performance snapshots, it can help measure the output for each team member as well as the organization as a whole. This makes it easy for managers to gauge whether the targets have been met or not, as well as, to acknowledge and appreciate those who made it possible.
Not only will it enable you to set goals in an actionable manner based on employee personality assessment and organizational needs, but you can also track progress daily, integrate goal progress with 1:1 check-ins to preempt risks to goal achievement and address them in real time. Furthermore, it can facilitate accountability for goal achievement as well.
14% of individuals have goals and are 10 times more successful than those without goals. The 3% with written goals are 3 times more successful than the 14% with unwritten goals.
Performance management tools also help document the goals to facilitate goal visualization and transparency.
Performance management software enables organizations to conduct 1:1 meetings more effectively. While most managers believe that 1:1 meetings are critical for performance improvement, they generally struggle with making the conversations meaningful. The right performance management tools can help managers gauge employee pulse and get employee performance related data points along with guided AI driven templates to augment effectiveness.
70% of managers leverage 1:1 meetings to understand and eliminate roadblocks in performance
Effective 1:1 meetings can facilitate a high performance culture. According to a study, employees who do have regular 1:1 meetings with their managers are 3 times more likely to be engaged. Thus, this creates a clear case for return on investment for performance management tools.
As performance management tools also enable organizations to adopt a continuous approach to performance management, employees are able to share their perspectives more often, participation is higher and engagement becomes more pronounced. On the flip side, only 8% of organizations say annual appraisals add value.
Highly engaged business units achieve 59% less turnover
This greater engagement with performance management software leads to effective business impact, with a realization of return on investment.
Employees who feel their voices are heard are 4.6 times more likely to feel empowered to perform their best work.
Companies that implement regular employee feedback have turnover rates that are 14.9% lower than for employees who receive no feedback
Continuous performance management also empowers organizations to provide frequent feedback, and in real time. Under annual performance management, organizations tend to provide feedback only once a year, which doesn’t create a pronounced impact. Continuous feedback on the other hand enables organizations to preempt risks in real time and address the same before they turn into performance issues or challenges.
Companies that do regular strengths-based feedback have ~15% lower staff turnover and the ROI from increasing feedback is at least 8x
Furthermore, there is significant data to support how continuous feedback leads to a return on investment for performance management software — 63% of Gen Z employees say they want to hear timely, constructive performance feedback throughout the year.
80% of Gen Y say they prefer on-the-spot recognition over formal reviews
Another impact that translates into ROI for performance management tools focuses on the ability to offer real time recognition. Conventionally, organizations wait till the end of year to review employee performance and celebrate a job well done. However, instant recognition and appreciation is seen to have a more pronounced impact.
Performance management tools help organizations to acknowledge good performance in real time, leading to reduced attrition and a better employee experience. For instance, 36% of employees leave organizations due to lack of recognition.
Traditionally, performance management is seen to be a one time affair and there is seldom any tracking over time to gauge trends. However, performance management tools help organizations track employee performance over time, generate insights and trends and work towards bridging the gaps.
It can enable organizations to maintain a comprehensive record of employee performance, at one centralized location, without adding burden to people managers. Thus, a clear ROI of performance management tools comes from the ability to get a holistic picture of performance improvement over years, than a simple siloed one. (Keep reading to see how you can save minimum Rs. 60,000 per year, per employee by implementing the right performance management tools)
More than 85% of all the Fortune 500 companies use the 360 degree feedback process
Finally, the traditional performance management approach due to its reliance on manual methods focused only on performance reviews and management from the direct report or manager.
Leveraging technology and automation, performance management software enables organizations to focus on 360 performance management. This is especially crucial for fast growing organizations. 360 degree performance review can help organizations gauge the performance and impact of the employee beyond the allocated tasks towards overall organizational success.
The impact or the ROI in qualitative terms that performance management tools can help organizations achieve is very evident. However, putting a business hat on, it is important for organizations to also understand how to calculate the ROI in more quantitative terms.
Based on interactions with many fast growing organizations, we have identified the top metrics that organizations can employ to calculate the ROI of performance management software.
Organizations can start by calculating the time saved for both employees and managers. With the power of automation, managers don’t have to repeatedly spend time gauging employee performance as well as getting feedback on performance.
Similarly, for employees, the time spent in self reflection and opinion on the organizations can be significantly reduced with daily pulse surveys which take less time and have a higher rate of completion.
Therefore, ROI can be calculated by taking into account the time saved in administrative tasks for employees and managers towards performance management by leveraging automation. You can also take this calculation in monetary terms.
ROI of PMS = Time saved in hours X Hourly cost to company for the manager/employee
For instance, if you save 5 hours a month, that is a total of 60 hours a year, and if the hourly compensation for your manager is INR 1000 an hour, you end up saving:
60X1000= INR 60,000 per year for each manager
Secondly, performance management tools also facilitate real time feedback, recognition as well as engagement. All these factors have a direct impact on employee retention. Therefore, the next metric to calculate ROI of performance management software is to gauge how it has contributed to reducing the rate of voluntary turnover. Invariably, the reduced rate of turnover will have a direct impact on the cost.
Thus, ROI of performance management tools can also be calculated on the basis of cost savings that might have been incurred due to high turnover.
You can translate this in monetary terms too. Research shows that the average cost of attrition for each employee can range from 50%-250% of his/her annual salary. The cost of attrition depends on the leadership position, experience and institutional knowledge.
Salary of employee= INR 10,00,000
% cost for attrition= 200%
Total cost of attrition= 10,00,000 X 200% = INR 20,00,000
When it comes to performance management, the human resources and people management teams are often too stretched because of managing all the spreadsheets, responses and follow ups.
However, with the adoption of a performance management software, automation can help these teams to take care of many repetitive tasks and open their bandwidth to focus on augmenting employee experience.
Therefore, another ROI area to consider is around how much time the performance management software is able to free up for people managers to enable them to focus on adding value to employee lifecycle.
Next, if you want to calculate the ROI for performance management tools, measure the level of absenteeism and engagement since the adoption. You will see reduced absenteeism as employees will be more engaged and motivated towards their work. Invariably, there will be a reduction in days off, leading to a greater business impact.
To calculate the ROI here, compare the level or rate of absenteeism before and after adoption of the performance management software. Further, calculate how this reduced absenteeism leads to better productivity and output across the organization.
Overall, if you take a macro view, there are several avenues which can help you gauge the return on investment of using a performance management software. It can help you to not only track performance effectively, but augment levels of engagement, motivation, productivity as well as reduce absenteeism and voluntary turnover. Putting numbers to all of these will help you measure it against the cost of the performance management software to understand the benefits and ROI greatly outweigh the costs.
Like what you read? Book a free demo with SuperBeings today and see these in action!
There are two reasons why many managers overlook employee engagement survey comments — one, the numbers aren’t big and two, most comments are negative in nature. However, this should not act as a deterrent, rather it should be a motivator to focus more on engagement survey comments to get a more comprehensive picture of employee experience.
In this article, we will help you understand —
To understand how to use the employee engagement survey comments well, you and your leadership must be convinced about the importance of the same. Here are the top three reasons why employee pulse survey comments matter:
Normally, you might simply put a question with a few options based on a rating scale for your employees to gauge their pulse. While this approach will help you get a quantitative understanding for many questions, for others it may lead to a lot of ambiguity, especially if the answer is not in favor of a pleasant experience.
Here, providing a section for employee engagement survey comments can give you a better context and a background to the survey responses. Quantitative analysis can help you understand what the employees are feeling as well as why they are feeling so. Employee pulse survey comments can help bridge this gap.
Second, one of the main objectives of gauging employee pulse is to understand the problems and address them by taking action. The quantitative part of an employee engagement survey can effectively help in determining where to start from.
For instance, if employees rate the wellness lower on the scale, you may want to focus your energy on augmenting the wellness initiatives and commitment for your organization. However, wellness itself is a very broad segment and you cannot achieve everything at one. Employee pulse survey comments can help you get a particular starting point to take immediate action.
Finally, no matter how comprehensive your survey is, chances are that you might end up overlooking a few parameters or factors that are relevant to a few employees. The inability to offer their perspectives on factors that matter to them may lead to a poor survey experience.
On the flip side, employee pulse survey comments provide an avenue for open communication where your team members can communicate what they feel, leading to greater inclusion of diverse employee voices, where each employee feels heard.
Once you have conducted an engagement or pulse survey and have access to employee engagement survey comments, you need to review them to generate insights. Following are a few practices that organizations with high employee engagement scores leverage to review their employee pulse survey comments effectively:
While you may be enticed to start reading the comments directly, to ensure an effective review. Don’t start with them. You must understand that the employee engagement survey comments seek to help you get a better context of the trend being observed by the quantitative responses. However, if you directly start with them, you might have a biased understanding of the trend.
Second, to make your review productive, ensure that you take a comprehensive view of all the comments and don’t get fixated with a few comments (or only the positive / negative ones). While each comment matters, creating an organizational trend on just a couple of them is the best practice. It is wise to collect all comments at one place and review them together to get the big picture.
SuperBeings helps HRs and managers have a comments dashboard which is separate from the survey results and lists all comments in one place. It gives managers the option to filter comments further by time, employee sentiment, area of focus and teams.
Want to see how it looks for your team? Get in touch with our experts and book a free trial
This is the most crucial part of analyzing employee engagement survey comments. You must be realistic and prepared to receive a few negative comments, especially if the survey is anonymous. Don’t take those comments personally or as an attack on your work. Treat them as constructive feedback. Furthermore, if the comment is negative, don’t try to identify the author of the same. Take each comment as a data point to fine tune your action plans.
Once you have reviewed the employee pulse survey comments, it is easy to generate insights from them that will become the foundation for you to take action and create impact. Based on our experience with fast growing organizations, here are a best practices to utilize insights from your employee engagement survey comments:
As mentioned above, don’t start your review process with comments. Decide the top focus areas based on survey results. Once your focus areas are decided, insights from the employee engagement survey comments should come in.
Use these comments to create the immediate action items for the focus areas. These can either be the exact actions you are planning to implement or illustrative actions to show your commitment to the focus area. Either way, employee engagement survey comments will play an important role in creating an effective and employee-centric action plan.
SUPER TIP — Before you proceed to analyze engagement survey comments, decode the overall employee survey results with this quick guide
Second, when you are communicating the results, use the insights from employee engagement survey comments to substantiate your findings. This way your results will be better received by the team members because they will feel their voice is being heard and heeded to. Also, when comments back your data driven results, it creates a story and humanizes them for a greater level of connection.
Analyzing survey responses and implementing actions may take some time for the organization. Meanwhile, in the absence of immediate acknowledgement, employees sometimes feel that their responses are lost and of no use. This mindset reduces employee participation rates in surveys the next time.
SuperBeings successfully eliminates the dilemma by giving managers the option to quickly acknowledge every comment rightly after it is received.
Acknowledging with a simple response such as —
— can do wonders for participation.
Try this out, here
If you have been focusing on only quantitative surveys till now, you might have a hard time visualizing what employee engagement survey comments look like. We have captured below a few examples to give you a fair idea:
If you look closely, there are some common elements to each of the examples shared above which help make an employee engagement survey comment effective for action. But as a manager, it is important to remember that when you introduce the comments section in your survey, communicate to your team members why it is important.
Furthermore, if you share a few tips on how they can form their employee engagement survey comments, it will help you during the review and action phase. Here are a few tips you can take reference from:
First, since your employee engagement survey comments section will be aligned with specific questions, you should encourage your employees to focus their comments on that particular subject. This will ensure that all relevant comments for a particular question can be clubbed together, instead of playing a game to match the comment.
Second, the comments which actually have an impact and are able to make it to the action plan are those which highlight why they matter or the potential impact. For instance, if the comment is talking about greater focus on wellness, encourage your employees to create a case of the potential impact of wellness on the organization. Seeing a potential impact will make the comment a direct business case.
Third, motivate your employees to offer a solution to the challenge or issue as well instead of commenting out of emotion. This can become the foundation for taking action. The idea is to encourage them to share how they would solve or address the particular matter at hand.
Finally, you must communicate the importance of keeping the employee engagement survey comments short and crisp. While they should contain all that is important, very long comments can sometimes lose effectiveness and go off track.
Receive many such actionable tips and AI recommendations to make the most out of your survey comments with SuperBeings. Book a free demo
Unfortunately, even with the rising popularity of the OKR framework in recent years, many managers struggle to conduct a successful OKR progress review. The confusion stems from the lack of specificity around what should be included in weekly, monthly and quarterly OKR reviews. As a result they end up being another unsuccessful performance meeting.
In this article, we will cover —
An OKR progress review is essential to gauge and track performance against each objective and key result and eventually, identify enablers and blockers to accelerate progress. You cannot simply set OKRs and then forget about them.
Especially, in a fast growing organization, where processes are being set and things are dynamic, you need to conduct OKR progress reviews to ensure everything is on track. Your OKR progress review must be in the form of regular check-ins. Based on the frequency, each type of check-in will have a specific objective, agenda and next steps.
One of the most effective ways has been to schedule your OKR progress review in three cycles.
Through the course of this article, we will cover diverse aspects of each of these forms of OKR check-in that you can leverage to ensure OKR success for your organization.
Want to know more about OKRs? Enroll in our free 10 day OKR email course today!
Let’s start with the most frequent form of check-in in the OKR cycle, the weekly OKR check-in. You might think that “we will hardly accomplish anything in a week, so what’s the point?” Well, as a part of the OKR progress review, weekly check-ins are integral to ensure continuous alignment and transparency within the team and set collective priorities and reflect on the performance on a regular basis.
The objective of a weekly check-in is to keep everyone focused and on track. These review meetings are generally short and specific in nature.
Before you go into the meeting, you must reflect on the week before and ensure that you:
You can divide your OKR progress review framework into three parts.
In the first one, focus on getting the facts together. This refers to having a clear view of what you were able to achieve, was it upto the mark, etc.
In the second segment, you should focus on reflection to understand your learnings from the week before. Here throwing light on what went well, what requires more effort is important.
In the final part, you need to point your attention towards creating an action plan for the coming week. This should not only focus on what needs to be done, but also who will be doing it and how it will get measured.
Once all the preparation is in place, you need to ensure that you run the meeting in a way that is effective and fruitful. Here are a few tips to achieve the same:
To end the meeting with an action plan and to not follow it up with execution is all but a waste of time. To avoid landing in such a situation, you must follow up every meeting with:
An OKR progress review meeting held on a weekly basis which follows this process will enable you to take action and achieve your OKRs in a very strategic manner. In addition to reflection and planning, you can also use the weekly OKR check-ins to celebrate some small or big achievements for your team and act as a source of motivation.
SUPER TIP — Never miss a chance to motivate your employees. Try these quick tips in your next OKR progress review meeting.
While your weekly check-ins as a part of your OKR progress review are limited to intra-team participation and will yield the best results when members within the team are involved, quarterly OKR check-ins work best in a company-wide manner.
Quarterly reviews can help you get a comprehensive view on OKR progress across the organization and the level of achievement for each team and department.
Even before you conduct the meeting, you need to undertake certain activities to ensure that your quarterly OKR progress review is a success. You must:
While there are several templates or structures you can encourage your teams to use, having a simple one like below can be very effective:
Quickly offer data points and insights into what has been achieved and the team’s view on their achievements. This should focus on sharing the percentage progress for each OKR as well as whether the team is satisfied with the achievement or other aspects of the performance.
Each OKR is accompanied by initiatives that the team or the organization will take to achieve the OKR. The next part of the presentation should focus on the team sharing the key initiatives they undertook and what worked well and what did not.
Finally, the teams must present what they learnt from the OKR cycle in the previous quarter and how they seek to apply those learnings in the quarter to come. Here the OKR retrospective is important to gauge what the team should start/stop/continue doing and all the best ways to add effectiveness to the whole OKR process. This could include focus on better OKR writing or implementation, more frequent reviews, etc.
SUPER TIP — While preparing the presentations, encourage your teams to give context and use terminology which members from other teams can understand to drive discussion and not just a monologue.
When the date of the OKR progress meeting comes at the end of the quarter, there are a few ways that you can conduct the meeting to make it impactful and results-driven:
After conducting a robust and discussion driven meeting, your next focus must be on collating all the notes for post meeting action. As a best practice, you must —
Once the meeting is over, your teams will focus on creating or refining their OKRs for the next quarter. You should focus on preparing for your next OKR progress review meeting to make it more impactful than the previous one.
In the final segment of the OKR progress review, we will talk about the annual check-in or the one which happens once every year to help you reflect on the year-long performance of your organization towards OKRs and plan for the next year.
Annual OKR check-ins are important for the OKRs that you seek to achieve over the year. While there will be some OKRs that have a short term focus and those will likely be achieved in a quarter or two. However, the final status of annual OKRs can only be sought after the end of the year.
The process of preparation for the annual progress review meeting is similar to the quarterly review. Here are a few best practices you must keep in mind:
More often than not, your OKRs will be set for every quarter and you can use your annual OKR progress review meeting as a culmination point to gauge everything achieved during the year. The idea is to understand and illustrate how the achievement of diverse OKRs throughout the year has resulted in getting closer towards the vision or the overall goals of your organization.
If you see OKR progress review as unnecessary, you need to think again. Since OKR success is driven by execution, regular check-ins are integral to ensure that everything is on track and you are able to monitor progress.
OKR progress review can also enable you to motivate your employee and address any challenges that they may have in achieving the OKRs. Having a partner like SuperBeings can help accelerate this process. With SuperBeings, you can:
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How can employee engagement impact business results?
This has been one of the most pressing questions for people managers in the last two decades, leading organizations to experiment with new employee engagement initiatives.
As a result, the use of an employee engagement software has also seen an upward trend, considering the many advantages it brings along.
However, many organizations struggle to navigate the best way to calculate and illustrate the return on investment or ROI of using an employee engagement software.
Through the course of this article, we seek to establish a case for employee engagement and the relevance of an employee engagement software to streamline all efforts. We will also share the best practices to gauge and measure the ROI of an employee engagement software to create a sustained business case.
Before moving on to discussing the impact and ROI of an employee engagement software, let’s first take a quick look on why employee engagement matters.
Despite several benefits and advantages of employee engagement, research shows that only 36% of employees are engaged in the workplace. There are many reasons why it is so. For instance,
For a long time, the usage of employee engagement software has been limited. Fortunately, as more and more people managers understand the effectiveness of such a specific software, the adoption rate is increasing.
It is quite evident that unless employees feel engaged, motivated and driven at work, encouraging them to give their 100% becomes extremely difficult. Focusing on employee engagement not only leads to a pleasant employee experience, but also results in business impact across a variety of factors.
In the following section, we will discuss how an employee engagement software can help organizations create an impact and augment its ROI.
The right employee engagement platform can help organizations concentrate all their engagement efforts in one direction and focus on driving results. It aims to enable organizations to get a hold of employee sentiments, benefit from actionable insights, provide templates for meaningful interactions and much more to move the engagement needle.
Here are a few ways in which an employee engagement tool can facilitate high levels of engagement —
Employees who find a passion and purpose at work are more than 3 times as likely to stay with their organizations than those who don't.
An employee engagement software can enable organizations measure employee pulse on a regular basis. Gauging employee sentiment annually or bi-anuallly seldom gives a complete picture.
This results in a disconnect between employees and the organization, where employees find it difficult to find a purpose at work.
A constant interaction powered by the right engagement software can help address this challenge to enable greater levels of engagement and subsequently retention. Furthermore, it helps managers know each team member on an individual level and facilitate personalized growth and development, conversations and much more.
65% of employees with clearly defined responsibilities are more engaged.
Second, the tool can help gauge whether or not employees have a clarity on what is expected out of them. When there is a clarity of expectations on the tasks and delegation of responsibilities, employees have a fair idea of what they have to do and are able to work in a structured and meaningful manner. This clarity has a direct impact on engagement.
71% of highly engaged organizations recognize their employees for jobs well done.
Third, an effective employee engagement software can enable organizations to recognize employee efforts in real time. Often, what is out of sight is out of mind and most employees, especially, among the millennials and Gen Z prefer on the spot recognition and appreciation.
Using an employee engagement software is an easy and quick way to gauge daily employee pulse and reflect on the performance to celebrate efforts and results in real time, which leads to greater sense of belongingness and motivation.
SUPER TIP — Here’s everything you need to know to build a culture of recognition
43% of highly engaged employees receive feedback at least once a week.
Fourth, high levels of engagement are not only founded on better recognition but also on 1:1 conversations between managers and their team members.
However, following a manual approach, feedback is often sporadic and managers seldom have insights and guidance on conducting meaningful 1:1 conversations. Moreover, with manual approach often there is no history of 1:1 conversations for retrospective trend analysis.
An employee engagement software can take care of all these factors to facilitate engagement. By gauging pulse on a regular basis, it can provide managers with the right insights to offer continuous feedback.
Employee engagement software also helps managers with AI recommended guided 1:1 conversation templates to navigate conversations in a way that can inspire confidence, augment engagement and preempt risks of attrition.
Check out how SuperBeings can take your 1:1 conversations to the next level. Get a 21 day free trial today!
Based on the ways mentioned above, an employee engagement tool can create measurable impact across different business impact areas.
Chances of errors by disengaged workers increase by 60%.
An employee engagement software which helps organizations motivate their employees and recognize them on a regular basis has a direct impact on the quality of work. When employees have a poor sense of motivation or are disengaged, they are less likely to give in their 100% and their work is vulnerable to error or poor quality.
A tool that facilitates real time appreciation and feedback can mitigate this disengagement challenge and improve the quality of work and output.
SUPER TIP — Not sure how to select an employee engagement tool? Use this 12 point checklist to find the best solution for you
77% of employees say that a strongly engaged culture makes them do their best work.
If you look closely, employee engagement has a direct impact on organizational culture. When employees are highly engaged they foster a positive work culture that facilitates high levels of performance and motivation.
On the flip side, the culture of an organization has a direct impact on engagement levels as well.
Either way, an employee engagement software can help you create an ecosystem of open communication, recognition, real time feedback which leads to an empowering culture and high level of engagement which are interlinked and interdependent.
High levels of engagement fueling a high performance culture also has an impact on the organization’s bottom line.
Companies with a thriving corporate culture achieve over 4x higher revenue growth.
SUPER TIP — Download our free PDF guide on building a high performing work culture and get all your culture questions answered
Employee referrals are 4x more likely to be hired and referral employees are more profitable for their employers by 25%.
An employee engagement software can help organizations gauge how likely their employees are to recommend their place of work to their peers and those in their network.
Keeping employees engaged enabled organizations to have a high eNPS which increases the referrals for any organization. Invariably, this leads to better quality and number of referrals which often results in greater impact on the bottom line.
Companies with high employee engagement had 89% greater customer satisfaction and 50% higher customer loyalty.
Finally, an employee engagement software can help managers know about their team members in real time and preempt any risks which might have an impact on customer experience and satisfaction. Be it low levels of motivation or the risk of sudden turnover, an employee engagement tool can enable the organization to gauge all such challenges before they surface to ensure they are addressed proactively with the right conversations.
Preemptive risk management and AI driven guided conversations can facilitate engagement led customer satisfaction.
While we have comprehensively discussed the impact that an employee engagement tool can entail for an organization, it is important to look at the metrics which can help organizations calculate the ROI of using the tool as well.
As any important business decision, investment in an employee engagement software must be backed with data driven returns to facilitate long term commitment.
Here are a few ways you can calculate the ROI of their employee engagement tool to create a business case:
Only 37% of engaged employees are looking for new job opportunities, while 73% of disengaged employees and 56% of unengaged employees are seeking new jobs.
One of the key benefits of using an employee engagement software is to create a feeling of belongingness for employees towards their workplace. This eventually leads to greater retention and reduced voluntary turnover.
To calculate the ROI of an employee engagement software, you can start by measuring the decrease in attrition after the adoption of the tool. It is also worthwhile to calculate the total cost of hiring and onboarding new employees to replace the old ones.
You can translate this in monetary terms too. Research shows that the average cost of attrition for each employee can range from 50%-250% of his/her annual salary. The cost of attrition depends on the leadership position, experience and institutional knowledge.
Highly engaged workforce have 21% higher profitability. They also have 17% higher productivity than companies with a disengaged workforce.
There is enough evidence to support that when employees are highly engaged, they are more productive, leading to greater profitability and outcomes. Therefore, the next parameter to measure the ROI of an employee engagement software would be to gauge levels of productivity.
Depending on the business vertical, measuring productivity can have different metrics. For instance, marketing can be measured on the basis of leads generated or traffic attracted, while sales can be measured based on leads converted. To get an accurate sense of the ROI of an employee engagement tool, it is important to ensure that organizations choose the right productivity metrics.
One of the final metrics that deserves recognition for calculating the ROI of an employee engagement tool is the eNPS or the employee net promoter score. eNPS refers to the likelihood of an employee referral to those in their network to work for their organization.
It goes without saying that only when employees feel engaged, happy and satisfied at work will they refer the place to others.
Therefore, conducting an employee pulse survey to gauge the eNPS can be a great ROI indicator. An upward trend in the same illustrates the positive ROI of the employee engagement software.
Businesses with engaged employees experience 41% less absenteeism. Thriving employees have 53% fewer missed days due to health issues.
The next metric to calculate the ROI of an engagement software should focus on absenteeism or missed days. There are several reasons why employees take time off, while some of them are legitimate, others may signal disengagement at different levels.
Disengagement can also lead to employee burnout which adds to time off due to health issues. However, the right employee engagement tool can help organizations preempt indicators of absenteeism in advance and address them proactively. Thus, ROI can be calculated on the basis of a decrease in absenteeism and greater active participation at work.
As we come to an end of this discussion, it is evident that organizations can leverage employee engagement software not only to attract and retain the top talent in their industry, but to also directly impact their bottom line in a positive manner.
An effective and comprehensive employee engagement tool can help organizations know their team strengths, gain actionable insights on employee engagement drivers, and guide managers through meaningful 1:1 conversations.
To correctly measure different aspects of employee engagement, enable managers to grow and augment participation across the engagement lifecycle — book a free demo with SuperBeings today.