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Motivating Each of Your Employees

Thursday, December 4, 2014

Good Job
When it comes to managing employee performance, the ability to motivate employees is a key skill. However, motivating employees is a complicated business. Different people are motivated by different things. For some of your employees, the desire to do the best possible job will be enough to motivate them. Others will need to be given added incentives, such as bonuses or rewards, to encourage them to perform to the best of their ability. As a manager, it is important to realize that one size does not fit all when it comes to motivation. Understanding what makes different team members tick can be the difference between retaining motivated staff and losing them to a competitor.

Building Recognition into Your Employee Performance Management Process

Friday, November 21, 2014

When it comes to managing employee performance, the ability to motivate employees is a key skill. However, motivating employees is a complicated business. Different people are motivated by different things. For some of your employees, the desire to do the best possible job will be enough to motivate them. Others will need to be given added incentives, such as bonuses or rewards, to encourage them to perform to the best of their ability. As a manager, it is important to realize that one size does not fit all when it comes to motivation. Understanding what makes different team members tick can be the difference between retaining motivated staff and losing them to a competitor.

How Technology Can Support Employee Performance Reviews

Friday, November 7, 2014

Employee performance reviews in 3 simple steps
Simple performance review process
Most human resources (HR) practitioners understand the value of spending time undertaking formal employee performance reviews on an annual basis. However, HR teams often face resistance from both managers and employees when it is time for the next round of employee performance reviews. Complex processes, lengthy forms, and the potential for unfairness in the allocation of performance ratings can all undermine traditional performance review systems. Fortunately, there are technological solutions that can address these issues, enhancing the credibility of employee reviews.

Taking the Bureaucracy Out of Employee Performance Reviews

Managers often feel that traditional employee reviews are bureaucratic and unnecessarily time-consuming (it is essential to keep the employee performance review process simple). In paper-based systems, managers need to dig out last year's review and go through the goals and development areas with each employee. The results for the preceding year need to be recorded and new goals set for the coming year, which often need to be recorded on a new form. By using technology, HR practitioners can help to reduce the bureaucracy associated with employee performance reviews.
Input can be typed directly into the system, ensuring that it is recorded in the employee's record. Automatic routing can ensure that the employee and manager are prompted to complete the required online forms at the appropriate stage in the process. Goal cascading functionality can assist managers and employees to understand how individual and departmental goals contribute to organizational goals and targets. Incomplete goals can easily be carried forward.

Track Goals Throughout the Year

The best employee performance management systems are those that live and breathe throughout the year rather than being filed and forgotten about. By uploading goals and targets on to an automated employee performance system, managers and employees can track progress throughout the year. Triggers can be set that send automatic reminders to employees and managers at key milestones. By reviewing progress at these points during the year, employees can be supported to remain on track. Any issues arising can be raised, discussed and dealt with before they derail the employee's performance. 

Gather 360-Degree Feedback

Traditional performance review systems can rely heavily on the feedback provided to the employee by the line manager. Technology enables anonymized feedback to be collected from managers, peers, and subordinates. This process is known as 360-degree feedback. Respondents are asked to assess the employee's performance and behaviors against pre-determined competencies, skills, and behaviors. The chosen managers, peers, and subordinates complete an online survey and results are aggregated before being fed back to the employee to ensure confidentiality is maintained. A 360-degree feedback process tends to give a clearer picture of an employee's performance over the year.

Remember to turn 360-degree feedback into a realistic action plan.

Ensure Fairness Across the Whole Organization

When a number of different managers are conducting reviews, it can be difficult to ensure that they are all using the same objective criteria to assess their employees. Some managers may be more generous or lenient when rating employees, while others may rate employees more harshly. This disparity in ratings can undermine a performance review process if employees compare results and feel aggrieved by their ratings.

It is difficult for an HR team to monitor the fairness of paper-based employee performance reviews, which are often tucked away in employee files. When all employee reviews are entered into an electronic system, it is much easier for the HR team to run off meaningful reports that compare the feedback given by different managers across various departments. This overview enables HR practitioners to pick up any anomalies and potential unfairness.

An automated employee performance management system could help your annual review process regain its credibility and add value to your business.

Primalogik 360 can help simplify your performance review process, reduce bureaucracy. Give it a try!

Turning 360-degree feedback into a realistic action plan

Thursday, October 30, 2014

Many companies find it useful to include 360-degree feedback in their employee performance management process. Employees have the opportunity to learn and improve based on constructive feedback from managers, peers and direct reports. Businesses can boost their bottom line through improved performance by employees. However, these benefits are only achieved if the employees involved take action based on the feedback they receive.

Many employees find it difficult to turn 360-degree feedback into realistic action plans. They may find the volume of feedback overwhelming or be uncertain how to deal with conflicting or negative feedback. You can help your employees to develop action plans using 360-degree feedback by following a few simple steps.

Keep employee performance reviews short and frequent

Thursday, October 23, 2014

At most companies, the annual appraisal has become a central feature of the employee performance management process. A manager will call his direct reports into his office one by one and provide feedback at a fixed point in the year, usually determined by Human Resources.
  
However, conducting an employee performance appraisal once a year means that many aspects of an individual's work or behaviors may be forgotten about. Alternatively, the feedback may be so old it has become irrelevant. The project that was delivered ahead of schedule 11 months before the review may have fallen off the radar by the time the performance review comes around. On the other hand, feedback on how an employee can improve his communication skills may be too late if it is delivered 10 months after the issue has come to light.

Four golden rules for delivering feedback to employees

Friday, October 10, 2014

Telling someone they aren't as good at their job as they think they are can be awkward. Giving feedback can be uncomfortable for both parties, especially if it's not all positive, yet it's important to get it right for so many reasons. What manager wouldn't want a simple strategy to enable staff to improve their performance, assess them for bonuses, resolve problems or, most importantly, maintaining a good working relationship for the future.

So how can you do it effectively? Following these golden rules will allow both sides to get the most out of the process.

Tons of improvements released in the past 6 months

Wednesday, August 20, 2014

During the past few months we've been extremely busy making our app even better, easier to use and more user friendly. You can see the complete list of enhancements and bug fixes in our release notes. If you are only interested in the bigger and most important items, take a look at these highlights:

Enhanced integration with Google Apps

Wednesday, April 9, 2014

We're constantly looking for ways to make our performance management solution better and more convenient. With convenience in mind we implemented login/SSO integration with Google accounts since day one. At the end of last year we enhanced that integration to streamline the login experience for our clients using Google Apps and we got listed on the Google Apps Marketplace. Our integration just got a lot better. You can now import users from your Google Apps domain.

Primalogik on the Google Apps Marketplace

Adding our app to your domain is easy and there's minimum configuration required. Contact us if you need the technical details.


Primalogik 360 on the Google Apps Marketplace


Introducing uncomplicated Performance Appraisals

Monday, February 3, 2014

At Primalogik we're constantly improving our service, making it better and easier to use on each iteration. Our main goals: build the best performance management solution and help organizations recognize, motivate and develop their employees and leaders. Today we're adding a brand new tool with those goals in mind.

Introducing uncomplicated Performance Appraisals

Today we're announcing the addition of a new Performance Appraisals module. We're making performance appraisals simple and lightweight. Our simple approach encourages frequent reviews. We believe the process does not need to be heavyweight and complicated and happen only once a year.


Employee performance appraisals
Performance appraisals in 3 easy steps