When employee performance reviews only happen once a year, it’s tough to make them accurate and meaningful. BambooHR® performance appraisal software cuts to the heart of effective performance management, using a few brief questions that encourage action while limiting subjectivity and speculation. The result? Higher engagement, more accurate reflections of employee performance, and more chances to address problems in the moment instead of six months from now.Start a Free Trial Today
Employees want frequent feedback on what they do well and how they can improve. In fact, 61 percent of employees prefer to receive feedback as they complete projects (as opposed to once a year), and appreciate casual one-on-ones with their managers. Simple self- and manager assessments in BambooHR help managers recognize employee contributions and strengths, compare their evaluation to the employee’s, and make for a great starting point for open dialogue.
Regular assessments keep performance and development at the forefront of everyone’s mind. You can schedule a review cycle with up to four formal reviews each year, and managers can use impromptu assessments to be even more strategic. Ramp up new hires with 30, 60, and 90-day check-ins, run assessments alongside work anniversaries or promotions, or gather fresh insight after major projects. The option to skip assessments allows for extra flexibility as managers decide exactly when and how to best motivate their teams.
Simply select the method and frequency, and we'll send automated reminders to you and your employees with links to assessments. Combined with dashboard notifications in Home, automated reminders turn tracking performance management from a workload mountain into a molehill.
Create, track, and share individual and team-level goals right inside our performance management software via desktop or the BambooHR® Mobile app. Automated reminders and notifications keep the team informed of new comments, goal progression and completion, and more, while the Goal Status report gives executives a bird’s-eye view of overall progress within departments. Managers also have the ability to monitor team-wide goal progress, review notes, and ask for updates without changing screens—it’s all built into the report.
Simple, meaningful questions collectively identify an employee’s strengths, pinpoint areas for improvement, and highlight career development opportunities. With the option to collect peer feedback, leadership can gain insights about employees and managers from the coworkers and stakeholders who interact with them every day. Now that’s talent management at its finest.
Performance reports offer a simple, visual way to help managers understand when, where, and how to help their people. Admins and execs can compare performance and engagement individually, by department, and across the entire company. Use them to recognize high-performing employees who feel undervalued, or identify underperformers and explore ways to help them improve. Our reports give you the talent management data you need to make the right call for your people.
Do you know how each department sees your company, which teams feel most valued, or how and why performance has changed over time? Company performance reporting in BambooHR can tell you. By comparing organizational performance appraisals over time across departments, managers, salary levels, locations, and types of employment, concerned HR leaders and executives can identify issues, make improvements, and even prevent organizational problems before they occur.
"When our people saw how easy it was—and BambooHR Performance Management really is an easy system— they connected with it right away."
Tyler Hensz, Human Resources Manager | Titanium Transportation Group
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Performance management software helps companies manage, monitor, and improve performance at an organizational, departmental, and individual level. Quality performance management software will make the common elements of performance management, like performance reviews, manager one-on-ones, peer feedback, performance improvement plans, goal setting and tracking, and even rewards and recognition programs, easier to track and implement. The software should also produce actionable insights for managers, administrators, and executives through detailed reporting.
Managers and leadership are the main users of performance management software, but some software, like BambooHR® Performance Management, loops employees directly into the process of owning their performance and development with goal-tracking and peer feedback features that they can interact with through the software.
The main components of a complete performance management system include features for conducting reviews, supplying feedback, and generating reports, with the goal of improving performance through productive communication between employees, managers, and leadership. Because performance management is all about building and empowering a skilled workforce, the process and effectiveness of your current model should be weighed toward that end.
A typical performance management process usually flows as follows: conducting reviews, collecting feedback, discussing feedback, creating performance improvement plans, setting and tracking goals, and providing rewards and recognition.
When choosing a performance management system, it’s important to investigate which system will help you easily and efficiently manage performance while having the most impact. Will the prospective system topple current roadblocks, ease frustrations surrounding use and implementation, and facilitate better, more impactful conversations between employees and the managers assigned to their performance and development? Every stakeholder within your organization should have a say in how your current system answers this question and what any future system would need to offer to satisfy their needs.
As you create and implement a performance management program, remember these four performance management best practices:
1. Frequent and timely reviews. Frequent meaning on a schedule that prompts an assessment cycle more often than once a year, and timely meaning when feedback is most pertinent following the completion of a major project, on an employment anniversary, etc.
2. A balanced approach when collecting feedback. Allow for self-assessments alongside manager assessments, and provide the means for collecting feedback from the employee’s teammates, subordinates, customers, and even vendors.
3. Automation to eliminate the most time-consuming or burdensome aspects of performance management, such as scheduling reviews, conducting them, and collecting and consolidating actionable data from them. It also provides a foundation for better follow up as you can easily track performance progress over the long-term with automated reporting features.
4. A focus on people and relationships. Positive, genuine relationships between employees and leadership fosters a culture of growth and accountability. In such a culture, high performance is a natural conclusion to a process that enables attentive relationship maintenance, mentorship, and communication.