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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?".

What happens when you don't 'stick to the facts'?

The point of performance reviews is to maintain high standards of performance - looking at ways to improve poor performance and encouraging good performance. As we've just discussed, an employee performance review that doesn't contain facts is utterly unhelpful in terms of performance and often leads to more problems than solutions. Facts can come from everywhere in the organization, peers, managers, direct reports, and why not include external clients and partners as well. That is why a good solid performance review is not based on feedback coming only from the line manager.

As well as running the risk of hurting an employee's feelings unnecessarily, these type of non-factual sweeping statements can cause interpersonal issues between employees and their line managers, issues that are definitely not conducive to strong team performance. While of course the line manager's views and opinions are relevant, the overall appraisal needs to be objective, otherwise the employee is likely to see the comments as a personal attack, creating resentment.

Using Primalogik 360 Employee Journal to Improve Performance Reviews

To be able to do a fact-driven employee performance appraisal, managers obviously need to have an array of facts about each employee at their fingertips. Where that can fail is when reviews are only thought about at the last minute. If you're looking at the last 12 months, 6 months, or whichever time period (or cycle as it's described within Primalogik 360) your organization uses, the longer the time, the less likely you are to be able to remember everything that's happened.

That's fine, of course, because nobody expects line managers to have superhuman memory. That's why we've introduced a new module, the Employee Journal, which lets line managers make notes as and when situations arise that might be pertinent to their direct reports' performance reviews.

As you can see from this image, each employee has their own Employee Journal section which their line manager can add to and use as a tool to record their thoughts and facts about the employee throughout the appraisal period. There are options to note concerns about some aspect of their performance, such as a customer complaint (indicated by the red thumbs down symbol), positive comments such as praise from a customer (indicated by the green thumbs up symbol), and notes to remind the line manager to raise a particular topic (indicated by the grey speech bubble symbol).

The Employee Journal section is accessible directly from the Manager Assessment section of the employee's performance appraisal, making it a really valuable tool for ensuring successful performance appraisals.

This is just one of the recent enhancements we have done to the Primalogik 360 solution. Give it a try today by starting a Free Trial, with no commitments at all, for a period of 30 days. You will be able to use the tool at its full extent with no strings attached.

If you prefer to have a demo, feel free to send us a request to

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.

The benefits of employee independence

A workforce that takes the initiative, meaning minimal guidance is needed to undertake tasks from the basic to the more complicated.

Think of the potential cost savings in senior salaries. Management spend less time having to instruct and monitor their direct reports, so the people with higher salaries are able to spend time on tasks and projects that are more relevant to their pay grades.

Motivated employees, and as we all know, motivation equals productivity, a positive atmosphere and (ultimately) profitability for the business.

Performance management for independence

So, how can you use performance management to increase independence and autonomy in your employees? The first thing to consider is whether your current employee performance management system encourages communication. Using, for example, 360 degree feedback means that people of all levels feel included in the process, encouraging conversations rather than just being told what to do.

If performance management and appraisals are all one-sided, employees aren't going to feel particularly comfortable airing their views or making suggestions. They'll wait to be instructed, instead of taking the initiative, and that will be apparent in their day-to-day roles, not just at appraisal time.

Learning what it is employees actually want is also important, because without knowing how they feel, you can't ensure that performance incentives are appropriate. It's all too easy to assume that everyone is motivated by money alone, but it's surprising how many other factors are important in motivating staff. One great way of discovering what makes your employees tick is by using employee satisfaction surveys. If your organization manages performance largely by way of target KPIs, you should make sure the rewards are encouragement enough to foster a culture of independence, whether those rewards are praise, promotion, or monetary. If organizational culture hasn't traditionally been one of empowerment, it can seem a big step for employees to start working independently, so it's up to the leadership of the organization to put the tools and processes in place to start changing things.

Get started with a Free Trial of the Primalogik 360 solution platform, providing you excellent and simple tools for performance appraisals, 360 surveys and employee satisfaction surveys. The Free Trial can be used for a period of 30 days without any commitments on your side.

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.