In addition to tracking and "measuring" performance, a Performance Review also focuses on setting goals, providing feedback, identifying weaknesses vs. strengths, and developing employee skills.
In addition to tracking and "measuring" performance, a performance review also focuses on setting goals, providing feedback, identifying weaknesses vs. strengths, and developing employee skills. Currently, there is a need for more frequent and reduced dimensions evaluations where the manager's focus is on providing immediate and continuous feedback to the employee (Read more).
Oraroo facilitates the entire Performance Appraisal process both from the perspective of formal review and punctually throughout the period for which the appraisal is carried out.
Specifically, Oraroo offers the possibility to perform an extensive evaluation based on feedback collection from several sources (360 Degree Feedback). This method allows on the one hand the employee to discover how he is seen by the colleagues with whom he interacts (manager; subordinates; other colleagues in the company; customers, etc.) and on the other hand, it provides the management with concrete details regarding the employee's behavior.
The Performance Appraisal process in Oraroo begins with the Setting of the Objectives for the next period, which works on the principle of:
- Selection of some objectives which are considered relevant for the entire Company (e.g. behavioral objectives, awareness of the contribution of the entire team to certain results of the Company);
- Cascading goals top-down, from synthetic goals that managers have, to detailed goals that reflect how each member of the team should contribute to the common result;
- The establishment of very concrete objectives, specific to each employee, which may relate to professional development, responsibility on certain projects or the correction of certain behaviors observed punctually in the past.
After the ”Objectives” have been set for each employee, the Actual Evaluation Stage begins in Oraroo. This begins with a Self-Evaluation Stage, which aims to bring the employee into a context of awareness, to identify any difficulties perceived by him in what he has to do and to offer The Manager some hints about the process, so he can only focus on the topics where there is a difference of perception. Moreover, it is also important for the Management Team to be aware of the difficulties that the employee feels, in order to be able to propose a concrete development plan that addresses these difficulties. Such an approach will avoid employee demotivation and will help to increase his work engagement, as well as to develop his trust and relationship with the Company's Management.
In addition, Oraroo allows establishing clarity in the definition of measurable objectives, aiming to avoid separate interpretations of Employee vs Manager. This refers in particular to the rules for measuring quantitative objectives, but also regarding the qualification of some behaviors as being at a "very good" level compared to an "acceptable" or "insufficient" level. Moreover, certain objectives can be associated with indicators automatically calculated by Oraroo at the employee level (e.g. percentage of billable time, individual contribution to revenue on projects, delay in completing timesheets, etc.), allowing automatic monitoring of progress, as well as of the automatic calculation of the degree of fulfillment of the established targets.
Furthermore, Oraroo allows any colleague who has some degree of collaboration with another employee to leave timely feedback at any time during the evaluation period. This feedback also ensures a reasonable level of confidentiality of the objectives received by the employee, but also offers the opportunity to provide feedback anonymously. Oraroo thus facilitates the ability to give and receive continuous feedback. In addition, the manager and the employee have the opportunity to observe which methods are working and can be continued versus which methods are not working and could be improved.
Step 1 – Set Group and Performance Objectives for Performance Evaluation Workflow
Step 2 – Employee Performance Self-Evaluation Task, based on Performance Objectives Set Together with the Manager
Step 3 - Manager Performance Evaluation Task, based on Employee’s Self-Evaluation and Colleagues/Other Managers Feedback
Step 4 - Employee Feedback
Step 5 - Employee Performance Evaluation Workflow
- Increasing Clarity in the work tasks;
- The opportunity to set Realistic Objectives related to the employee's skills;
- The opportunity to organize Homogeneous Work Teams based on objectives;
- Increasing trust and maintaining the Frequency of Contact in the Manager-Employee Relationship;
- Identification of Strengths versus Weaknesses of the employee;
- Increasing the Autonomy and Creativity of the employee;
- Facilitating a dynamic work rhythm based on Adaptability;
- The opportunity to observe and maintain Current Behaviors and Skills of the employee;
- The opportunity to create tasks based on the development of New Skills of the employee
For more details or a demo: firstname.lastname@example.org