Employee performance management is a process by which employers evaluate and improve employee productivity. By tracking employee performance data, employers can identify areas where employees need improvement and take steps to improve employee productivity.
Employee performance management begins with setting clear expectations for employee productivity. Employers should communicate these expectations to employees in a clear and concise manner. Once expectations are set, employers should track employee performance data. This data can be collected through a variety of methods, including employee time tracking, stakeholder surveys, or using import from operational systems used by staff to do their work.
Setting up Company-wide Objectives
Setting up company-wide objectives is the first step in any performance review process. Company-wide objectives should align with the company's mission and values. Objectives should be created in a way that are specific, measurable, achievable, relevant, and time-bound (SMART) to ensure that they are actionable and attainable. The employees at all levels should normally be involved in the objective-setting process to ensure that everyone has a stake in the company's success.
Oraroo allows HR teams to capture inputs regarding Company-wide Objectives using the Internal Surveys feature, then, based on this feedback, to have these set as Common Objectives, for all employees. Once assigned, managers may fine-tune the default targets to adapt them to the level of seniority and experience of each employe in the Company.
Setting up Individual Targets and Specific Objectives
In Oraroo, once organizational goals are set, they can be decomposed into specific and measurable targets, relevant to each department or employee in the company.
Each manager can transfer some of their own goals to their team, making them more specific, then adding individual, behavioral or professional development goals.
Employees are involved in setting targets, which must be perceived as achievable. In Oraroo the employees confirm the acceptance of the objectives or can formulate their own objections, and the manager will decide accordingly.
Continuous feedback is an essential component of any performance review process. Continuous feedback helps employees grow and develop and improves the overall performance of the company.
Managers should be encouraged to provide ongoing feedback to their team members, both positive and constructive, and trained to be able to provide effective feedback. Employees are also encouraged to provide feedback to their managers and peers through our continuous feedback system in Oraroo.
In addition to the formally established evaluators, in Oraroo any colleague you work with can leave feedback related to a certain category of objectives. This feedback is later visible to the employee himself as well as his manager, which, together with the self-evaluation, will create a solid base for a honest and constructive discussion that will lead to a quickly accepted performance evaluation decision.
In Oraroo, the evaluation decision rests with the hierarchical superior. However, it may transparently establish the method of calculation (including based on metrics automatically calculated by Oraroo) or the list of evaluators for a particular objective, either within or outside the Company.
The evaluation process starts with a self-evaluation, and the manager has visibility of all the feedback collected during that period.
The final result is calculated based on the percentages related to each evaluation level, as well as the weights of the objectives within each category, and the weights of the global objective categories.