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More Facts Lead to More Effective Performance Reviews

Monday, July 18, 2016

There's nothing less effective than telling somebody "get better at your job", "improve your performance", or "don't be like that", without actually explaining how to get better, what about their performance needs to improve, or why 'that' isn't appropriate. Yet time and time again we see managers doing exactly that when handling performance management for their employees.

The problem with those generic statements is that they're hardly actionable items, are they? The person receiving those comments doesn't really know what to do with them. "What do I have to improve exactly?", "What have I done wrong precisely?", "How can I avoid doing it in the future when I don't know what 'it' is?".

Boost Employee Independence with the Right Performance Management Techniques

Monday, July 11, 2016


Happy Independence Day for last weekend! We hope you had a fantastic weekend, we certainly did.

The holidays actually got us thinking about independence when it comes to employees - when you think of employee independence, what comes to mind? Independence, autonomy, empowerment - these are all words that organizations should have in mind when it comes to their workforce, but do employees at your organization have these things?

The problem is, not every manager or leader knows how to get there, because it's not always an exact science. While there are a number of different tools and techniques that organizations can use to really get the most out of their employees, the one we're going to look at today is the employee performance management system.

Powerful Employee Engagement Surveys - Know how your staff feels

Thursday, July 7, 2016

The Opinion Survey module within the Primalogik 360 platform can be used for Employee Engagement surveys as well as Employee Satisfaction surveys. These surveys are a key tool for HR professionals and Executive teams to gather information from their staff.

Whether you are thinking of instituting a new program or making modifications to an existing program, these surveys are a great ingredient to gather information from the affected staff about what is about to occur or what has occurred.

4 Ways to Keep Remote Employees Engaged

Thursday, June 23, 2016


Many organizations now include remote workers as part of their overall workforce, seeing the benefits of flexible working to the employer as well as the employee. Some might say it's even more important to have a policy for employee engagement when it comes to remote workers because the old adage 'out of sight, out of mind' could apply in cases where a remote worker feels undervalued.


Some of the more traditional methods of boosting employee engagement, like having a physical 'open door' policy or sitting down together as a team, don't always seem like the obvious choice when it comes to engaging remote employees. With that in mind, how do you ensure that they feel motivated, engaged with the business, and appreciated as a valued member of the team?

Introducing multiple-choice questions and flexible manager deadlines

Tuesday, June 14, 2016

With the latest upgrade of Primalogik 360 we introduced the capability of adding multiple-choice questions to the questionnaires as well as configuring the deadline for managers to complete the Employee Appraisals.

Both of these were requests from several of our clients, and in the spirit of keeping it simple, we worked quite hard to bring the benefits of this new functionality with minimum training required and maximum functionality.

Multiple-choice questions

More than one option
With this added functionality you can create a question where the respondent can select more than one answer. See for instance the example below:



More than one option available to respond

Only one option
The other common use of multiple choice questions is when you ask for only one answer. The new Primalogik 360 also offers this capability for questions like the following.



Only one option available to respond

As you can see the interface remains simple and intuitive. The creation of these questionnaires is also as simple. Just look for another question type in the pull-down menu:


Adding a multiple-choice question

And once you add a multiple-choice question the interface remains extremely simple, as seen below:


Multiple-choice question editor

Flexible manager deadlines
In previous versions of the application, once a self-review deadline was selected, the application would automatically calculate 14 days past that self-review date to give a deadline to the manager for him/her to complete the process.

With the new version you now have the possibility of controlling this date on your own.

Take a look at how the new interface looks like:

Flexible manager deadline

We continue to make regular improvements to the Primalogik 360 application. Stay tuned for the Employee Journal, coming soon.

If you haven't tried Primalogik 360 yet, why not sign up for a Free Trial with no obligations nor commitments. You can use the application fully for 30 days. Sign up today for a Free Trial.

Managing a geographically dispersed team. How do you know what is really going on?

Monday, June 6, 2016

I used to manage a group of about 15 people. Only 5 of them were co-located with me, with their cubicles outside my office. The other 10 were distributed throughout North America, spanning three different timezones.


When you have a distributed team, knowing how well they’re performing can be challenging. Even though you focus on results, and that’s one of the most important areas, everything is not just about results.  Remote employees also need support and help from other team members, and as such, they interact with other people.  In this day and age, the interaction can be via a large number of media:
  • Email
  • Phone calls
  • Chat
  • Instant Messaging
  • Skype, google hangouts or some other video conference tool

Are Your Organization's Employee Performance Appraisals One-Sided?

Tuesday, May 31, 2016

One-sided performance reviews leave the manager
and employee with just one side of the information.
How are employee performance appraisals conducted at your organization? Do managers conduct their employee's appraisals, with nobody else giving feedback on the employees' performance?

One of the problems with this type of employee performance appraisal is that they often become very one-sided, but feedback from other people is not only beneficial in terms of the employee's perspective, it's actually of great benefit to the organization too!

The One-Sided Employee Performance Appraisal

While a one-on-one appraisal where the manager gives feedback to their direct report might be seen as the 'traditional' way of managing employee performance, it's important to realize that times have changed. Performance appraisals conducted in this way can be at best ineffective, and at worst have a negative impact on performance.

Why Managing Employee Performance Should Start at the Top?

Monday, May 16, 2016


Is your senior leadership team fully behind your organization's process of managing employee performance? If not, why not? Peer reviews and performance management should always start at the top for the program to be as effective as possible, and if it doesn't, it's unlikely to ever reach its full potential. 

Why? Because, as with any process or initiative in businesses both large and small, the support of management can mean the difference between success and failure.