The following article is an overview of well-established best practices for your performance management.
Best Practices: Providing feedback
Your employees can provide feedback within a performance review cycle, using the continuous feedback feature, or during performance meetings. You can create specific feedback forms to guide them through this exercise.
For more information on how to create forms, see Performance Settings.
Best Practices: Feedback forms
After navigating to Performance & Development > Settings > Forms, you can create templates to use to track your employees' performance.
The following is a list of templates you can create for the different types of feedback you would like to collect.
| Form name | Examples of questions or general themes |
| Self-reflection |
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| End of probation period discussion |
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| Review meeting |
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Goal setting discussion
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Best Practices: Goal agreements
You can define goals by navigating to Performance & Development > Goals and then clicking Create new goal.
You can define any number of subgoals for each agreed goal. For each subgoal, the following three measurements are available:
- Yes / No: subgoal achieved or not achieved
- Percentage: not directly measurable (qualitative)
- Number: directly measurable (quantitative)
You can also determine whether subgoals should be considered in the bonus calculation and how they are weighted. The following example shows established subgoals and their measurement:
| Subgoal | Desired outcome | Subgoal measurement |
| Establish knowledge transfer within the department |
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| 150k in additional sales |
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| Trade fair visit |
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| Customer satisfaction |
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- Learn more about how to manage goals and subgoals in the Performance & Development area.
- Find out more about how to link a salary bonus to a goal in the Performance & Development area.