Pulse Survey

What is a pulse survey? 

A pulse survey is an assessment model that managers use to measure employees' experience, satisfaction and complaints. Just as the word 'pulse' implies, a pulse survey is done quickly and regularly, with short precise questions that provide surface insight into employees' disposition on various issues.

What is the use of a pulse survey?

Employee pulse surveys are used by management to discover what employees like or dislike about their work experience, thereby enabling the company to effect necessary changes. Unlike a detailed employee survey that comes at designated periods and requires a good amount of time to complete, pulse surveys are more frequently done. They are usually influenced by current activities in the work environment. This way, the management can use data from pulse surveys to track the changes in employee behavior over time and the likely causes of such changes.

How do you write a pulse survey?

To create a pulse survey, consider user-friendly questions to ask your employees. It could be to find out how they adjust to a newly introduced technology. Other questions can revolve around the communication culture and workload insights. It is advisable to administer pulse surveys online or use employee management software while guaranteeing anonymity.


Personal Development Plan

What is a personal development plan?

A personal development plan (PDP) is the practice of consistently adding new skills, knowledge and competencies to yourself in areas of your choice. It is a clear and documented outline that shows what you aim to achieve to attain better fulfillment and growth. A personal development plan does not have to be restricted to your career alone, as it also concerns your finances, education, relationships and other interests.

What are the key elements of a personal development plan?

A personal development plan should include the following elements:

  • A clear reason showing why you want to achieve your plans.
  • A defined vision of where you want to be.
  • A defined timeframe to help you prioritize the different areas of your PDP.
  • The skills and resources you need to meet up with your plans.
  • Your expected milestones to keep you on track.

What is a personal development plan example?

A personal development plan could simply be 'Get a promotion at work next January'. To achieve this, you need a detailed plan to guide (documented) and steps to get the promotion. Such steps will include: taking a management training course, requesting a performance appraisal with HR, networking better with the line manager, etc. 


Performance-Based Bonus

What is a performance-based bonus?

Employees who put in their best work and meet a defined organizational goal must be encouraged and recognized through a reward system. A performance-based bonus is a reward that accrues to employees who have done remarkably well in meeting a company target. Performance-based bonuses are given as monetary compensation beyond the salary, which is explicitly earned due to outstanding work.

A performance-based bonus is usually given after evaluating the company's performance after a set period or after completing a project (such as annually, biannually, or quarterly). 

How is a performance-based bonus calculated?

A performance-based bonus must be measured fairly and accurately to ensure that all who deserve compensation are not left behind. 

To calculate a performance-based bonus, the company simply has to set a target for the bonus (e.g., a 10% increase in sales). The employee's performance-based bonus is then calculated by multiplying the fixed percentage by the employee's salary. In this case, if the employee earns $30,000, then the bonus will be an extra $3000.

Who is entitled to receive a performance-based bonus?

All employees are entitled to receive a performance-based bonus, provided that they meet the criteria set to merit one. Once the management decides to offer performance-based bonuses, a target is set and the input of all employees involved will be assessed and noted. The set target should be realistic, measurable, attainable and time-based (SMART goals).


Performance Review

What is a performance review?

A performance appraisal, aka performance review, development discussion, performance evaluation, or employee appraisal, is a periodic and systematic process for documenting and evaluating an employee's job performance.

Formerly, organizations conducted annual performance reviews for their entire workforce. However, many businesses are increasingly transitioning to a frequent feedback performance management system where managers perform quarterly, monthly or even weekly reviews. Moreover, some companies are eliminating formal performance evaluations in favor of less formal manager check-ins and one-on-ones.

What to include in an employee performance review?

Regardless of industry, the majority of employee assessments evaluate the following skills:

  • Communication
  • Cooperative effort and teamwork
  • Problem-solving
  • Precision and quality of work performed 
  • Punctuality, attendance, and reliability
  • The capacity to achieve objectives and meet deadlines

In addition to the employee's successes and contributions to their job or organization, a review should contain any company/position-specific competencies.

After addressing the primary areas of evaluation, you will need to evaluate and weigh each to arrive at an overall performance picture of the individual. The formatting and organization of this information are dependent on your preferences and the demands of your business. 

Some organizations utilize an A-to-F grading scale, numerical scores or percentages, or written descriptions (e.g., "most of the time," "sometimes"). Ensure that whatever system you employ is objective and straightforward to comprehend.

Once you have completed the grading process, schedule a meeting with each employee to discuss your findings. Be sure to provide transparent feedback with suitable examples and allow ample opportunity for the employee to ask questions or provide their input. Having a written copy of the evaluation can help keep track of your meeting.

How should employees prepare for a performance review?

Whether a performance review is formal or informal, the employees should be advised to prepare. Here are a few tips that will assist in the effectiveness of the evaluation for both parties:

  • Prepare notes

Before each performance assessment, encourage staff to take notes. They should outline their desired discussion subjects, strengths, limitations, and objectives.

  • Consider some examples f

Employees should be able to provide tangible examples of how they have met goals established in their previous evaluation and how they have progressed overall.

  • Self-evaluate 

Employees should practice self-evaluation by conducting fake performance evaluations. They must recognize their new strengths, shortcomings, achievements, and objectives.

  • Bring questions 

Employees should feel comfortable asking questions during performance reviews. Preparing questions in advance can assist both parties and guarantee that all important questions are asked (and answered).


Performance Map

What is a performance map?

A performance map is a chart that visually depicts the performance of employees to assist leaders in analyzing their potential and talents. Similar to the 9-box grid, the performance map displays strengths and shortcomings.

Why should HR executives be concerned about the performance map?

The significance of HR metrics is that they help human resources executives in tracking and measuring performance on many elements and eventually anticipate the future of the company's progress.

How can a performance map improve a company's culture?

Culture mapping is critical for organizational transformation; it is vital for improving employee performance and behavior, productivity and innovation, i.e., overall organizational transformation.


Performance Management System

What is a performance management system?

A performance management system is a tool for measuring and tracking the performance of employees consistently and seamlessly. A performance management system helps to ensure workplace discipline and collaboration amongst employees and departments. It helps the HR department ensure that all employees work towards strategic goals.

A performance management system is essential to spot the high performers and the under-performers. With this, the HR department can provide accurate reviews and compensate or sanction employees accordingly.

What are the three types of the performance management system?

General Appraisal: This is the most common type of performance management system. This works by setting a standard metric that employees must follow, such as meeting goals, teamwork and innovative contributions.

360 degree Appraisal: This performance management system takes the reviews of co-workers, senior colleagues and junior colleagues into account. 

Manager Performance Appraisal: This is the system used to evaluate managers' performance by taking feedback from the team they lead and the clients they manage.

What are performance management system examples?

Effy is a performance management system that has helped businesses enjoy seamless, cloud-based performance management. Effy offers innovative features such as real-time insights and accurate employee data analysis. Effy also provides a social news feed that connects employees on one platform.

BambooHR is an efficient tool that helps track employees' activity and evaluate their progress towards the organizational goals regarding performance management. However, unlike Effy, BambooHR is more expensive to subscribe to.

Sage HR is one of the old but innovative HRMS tools with many features, one of which is the performance management software.


Performance Management

What is performance management?

Performance management is a continual communication process between a supervisor and an employee that occurs throughout the year to support the organization's strategic goals. Clarifying expectations, establishing objectives, identifying targets, providing feedback, and analyzing results are all components of the communication process.

Generally, performance management might be concerned with the performance of an organization, a department, a person, or the systems in place.

What are the 5 stages of performance management?

The performance management cycle can be established in five straightforward steps, enabling managers and employees to connect their efforts with the company's larger culture.

  1. Planning 

The first step of the performance management cycle is planning. A manager and an employee meet to analyze the individual's present job and performance, identify areas for development, and then establish clear and explicit performance objectives and set attainable goals.

  1. Developing

The next step of the performance management cycle is to enhance an employee's current expertise and develop new skills, knowledge, talents, and potential. This is accomplished primarily through training, the assignment of tasks that introduce new skills or a high level of responsibility, the enhancement of work processes, and other means.

  1. Monitoring and performing

The third stage of the cycle is consistently monitoring the performance of employees and giving them continual feedback and the appropriate tools to help them achieve their goals.

  1. Reviewing

The reviewing phase of the performance management cycle compares employee or group performance to the goals, criteria, and standards established during the planning phase. Various tools, such as 360-degree feedback, self-assessments, competency-based evaluation, etc., can be used.

  1. Rewarding

If all objectives have been completed, the final stage of the cycle is to reward employees. By rewarding employees, managers recognize their contribution to the organization and create incentives to motivate and engage them further. There are numerous ways to recognize excellent achievement, including informal and official reward and recognition programs.

What are examples of performance management?

Examples of performance management processes or tools include key performance indicators (KPIs), performance appraisals, and management dashboards. 


Performance Evaluation

What is meant by performance evaluation?

Performance evaluation (sometimes referred to as performance review or performance appraisal) is the systematic assessment of an employee's performance.

How do you evaluate performance?

Here are some standard methods for assessing employee performance:

As the name implies, this strategy considers a group of individuals' input, opinions, and judgments. This includes coworkers, managers, and those with whom the employee interacts.

  • Objective-based effectiveness

Managers and employees collaborate to establish performance objectives and deadlines with this approach.

  • A variation on the SWOT

It is preferable to replace 'weakness' with 'areas for development' in a SWOT analysis for performance evaluation. Consider 'opportunities' as future opportunities for your employees' growth and development inside the organization.

  • Performance ranked on scales

Traditional methods for evaluating an employee's performance in various areas involve numerical scales, such as 1 to 5 or 1 to 10. 

These scales are frequently utilized because they are simple to comprehend for both employees and managers, allow for straightforward comparisons across team members, require minimal administration, and can be customized to suit the organization's demands. Managers or HR can establish the ranking criteria, including behavior, ability, and completed projects.

  • Self-evaluation

In this method, the employee evaluates their own performance based on employer-supplied questions. This strategy is most effective when combined with a verbal performance evaluation.

What are examples of performance evaluation?

Here is an example of a performance evaluation:

"Mark has been one of the most diligent content editor team members. He performs exceptionally well under time pressures and adapts to the project's needs. He always communicates his concerns promptly to get quick outcomes, and he consistently motivates the rest of the staff.

He monitors the quality of his work and is highly analytical. Consequently, he is continually bettering himself. Currently, my biggest concern is whether he will be able to handle more significant tasks."

Clearly, for a manager's performance evaluation to be effective, they must present and coordinate it professionally, ensuring that the negatives do not overshadow the positives. This demonstrates the manager's leadership abilities and the employee's annual performance.

What is the purpose of performance evaluation?

The purpose of performance evaluation is multifold. The points below sum it up:

  • A periodical performance review is the employee's report card from their boss acknowledging the job they have completed in a given period and the room for improvement.
  • An employer can provide steady and regular feedback on an employee's strengths and seek growth in the employee's areas of weakness.
  • It is a platform that allows both the employee and employer to agree on what constitutes an excellent performance. This aids in enhancing communication, which typically results in enhanced and more accurate team metrics and, consequently, improved performance outcomes.
  • This overall performance evaluation procedure aims to enhance the functioning of a team or organization to increase customer satisfaction.
  • A manager should review each team member more frequently than once per year to avoid new and unanticipated challenges by constantly working to increase their competence and productivity.
  • The management of a business can conduct frequent training and skill development sessions for employees depending on the development areas identified during a performance evaluation session.
  • The management can manage the team effectively and allocate resources productively after reviewing the goals and predetermined performance standards.

A regular performance review can help determine an employee's career advancement potential and the amount of motivation they contribute to the organization's success.

An employee can determine where they stand compared to others in the organization through performance review.


People Management

What is people management?

People management is the process of hiring, training, engaging, and retaining personnel to maximize their talent and performance. People management is a subfield of Human Resource Management (HRM) that includes:

  • Recruitment
  • Training and development
  • Organization
  • Compensation and benefits
  • Performance management
  • Engagement and retention
  • Safety and wellness

Employee requirements, unique abilities, and career ambitions are addressed through people management strategies, enabling alignment with company goals and values.

What is people management in an organization?

People are a crucial part of any organization and its success and, therefore, cannot be viewed separately from your company's organizational structure. So, how you attract, develop, and retain your workforce will directly impact your company's bottom line. 

To get the best out of your employees, you need to be a match; your workforce needs to respond well to and agree with your company culture, while you need to provide the best conditions that will inspire them to thrive and deliver results. 

In a nutshell, people management is planning and acting with the interests of your employees at heart. 

What are people's management skills?

Soft skills, often known as people management skills, are more challenging to quantify than technical skills. They include abilities like communication, trust, and patience, to mention a few. They are, simply put, the qualities you need to treat, communicate with, and lead your employees for optimal outcomes as a manager.

A manager with these abilities can make the difference between a dissatisfied, frustrated, and underperforming team and one that is efficient, inspired, and engaged.


People Development

What is people development?

This refers to measures taken to equip people in core technical areas. It is a process of building workers beyond their job skills into specialized areas that improve the company's competitive edge within its industry. It is about empowering employees and teams with advanced skills and knowledge to become experts at their work and function confidently at high capacity.

What is people development leadership?

People development leadership is the act of guiding employees and teams through the phases required to grow technical skills and become experts themselves. It is the act of motivating, spurring and challenging employees to take on more challenging tasks that will build them in technical areas.

What is an example of people development?

One example of people development is allowing workers to take on new challenges in a current position through projects, tasks or assignments.