Managing performance

Centralise performance communication and increase transparency around the performance management process.

Develop an open and collaborative way to set goals, capture and share ongoing feedback, and ultimately help build trust amongst your employees.

How to do it in Workplace

Set clear goals in groups

1. Set clear goals in groups

Setting goals is critical to ensuring high employee performance. Workplace allows you to centralise performance communication so that everyone can easily refer back to their goals, gather feedback and share progress.

  • Create a closed team group for sharing team goals, seeking feedback and sharing progress through the performance period.
  • Create secret one-to-one groups to share individual goals, track progress and share feedback.

Share continuous feedback

2. Share continuous feedback

Workplace allows you to gather and provide regular feedback easily through multiple channels.

  • Create secret one-to-one groups with direct reports for development and performance feedback.
  • During manager transitions, add the new manager to help provide historical context and conversations with their direct reports.
  • Provide ongoing 360 peer feedback in broader team groups. Use Org Chart to easily find people in the organisation to share feedback with, especially when working on cross-functional projects.

Align on the performance management process

3. Align on the performance management process

HR business partners and managers can leverage closed and secret groups to share details of the performance management process, timelines, actions and report progress.

  • Create a closed group for HR business partners and HR programme teams to project plan and execute the overall process. Create a "Managers" group to share process updates, timelines, actions and progress.
  • Create an open "Performance management feedback" group to discuss and share feedback on the overall process, tooling and resources.

Promote performance development

4. Promote performance development

Use Workplace to educate new employees on the performance management process. Demystifying the performance management process can help create an open and transparent culture in your organisation.

  • Create an open group called "Demystifying performance management" to host Workplace Live events, share important training materials and provide performance management resources to help educate and support all employees.
  • Create a Workplace event to inform of important process milestones or FYI Live sessions, or run a quick poll to seek top-of-mind questions on the process or programme.

Share knowledge in manager communities

5. Share knowledge in manager communities

New manager groups provide an opportunity to learn from the experiences of tenured managers and leaders and to ask questions. HR business partners can host manager trainings and provide real-time coaching using Workplace Live.

  • Create a closed "Managers" group, and invite all new and existing people managers so as to share updates and best practices.
  • Host "performance talks" by experienced managers on their learnings in preparing for their feedback discussions.

Benefits

Benefits

  • Centralise performance communication so that everyone can easily refer back to goals.
  • Gather feedback easily through multiple channels.
  • Increase transparency of the performance management process.
  • Build connections between managers and increase collaboration in the performance management process.
Set goals, capture and share ongoing feedback, and build trust amongst your employees.